Nevada Senate Bill 209 Poster

STEVE SISOLAK
Governor

STATE OF NEVADA

TERRY REYNOLDS
Director
SHANNON M. CHAMBERS
Labor Commissioner

Department of Business & Industry

OFFICE OF THE LABOR COMMISSIONER
1818 COLLEGE PARKWAY, SUITE 102
CARSON CITY, NEVADA 89706
PHONE (775) 684-1890
FAX (775) 687-6409
OFFICE OF THE LABOR COMMISSIONER
3300 W. SAHARA AVE. SUITE 225
LAS VEGAS, NEVADA 89102
PHONE (702) 486-2650
FAX (702 486-2660

OFFICE OF THE LABOR COMMISSIONER
http://www.labor.nv.gov

REQUIRED POSTING – SENATE BILL 209

https://www.leg.state.nv.us/App/NELIS/REL/81st2021/Bill/7670/Text#
Effective Immediately as set forth in Senate Bill 209 passed during the 2021 Legislative Session,
Nevada Revised Statutes (NRS) section 608.0197 is hereby amended and
a new section is added to Chapter 608 as follows:
AMENDED SECTION 608.0197 SUBSECTION 2(b):
2.(b) An employer shall allow an employee to use paid leave for any use, including, without limitation:
(1) Treatment of a mental or physical illness, injury, or health condition.
(2) Receiving a medical diagnosis or medical care.
(3) Receiving or participating in preventative care.
(4) Participating in caregiving; or
(5) Addressing other personal needs related to the health of the employee.
NEW SECTION CHAPTER 608 OF NRS:
1. Except as otherwise provided in subsections 6 and 10, in addition to the paid leave provided pursuant
to NRS 608.0197, every employer in private employment shall provide 2 or 4 hours, as determined
pursuant to subsection 2 of paid leave to each employee for the purpose of the employee receiving a
vaccination for COVID-19.
2. If an employee is to receive a vaccination for COVID-19 and the vaccination requires:(a) Only one
dose, the employee may take 2 consecutive hours of paid leave to receive the vaccination for COVID-19.
(b) Two separate doses that are administered on two separate occasions, the employee may take 2
consecutive hours of paid leave per absence for a total of 4 hours of paid leave.
3. An employee shall, at least 12 hours before using paid leave provided to the employee pursuant to this
section, give notice to his or her employer that the employee intends to use the paid leave.
4. An employer, and any agent, representative, supervisory employee or other person acting on
behalf of or under the authority of the employer, shall not:(a) Deny an employee the right to use the
paid leave provided to the employee pursuant to this section;(b) Require an employee to find a
replacement worker as a condition of using the paid leave provided to the employee pursuant
to this section; or (c) Retaliate or take any adverse action against an employee for using the paid
leave provided to the employee pursuant to this section. Such prohibited retaliation includes, without
limitation:(1) Discharging or firing the employee;(2) Penalizing the employee in any fashion; and (3)
Deducting the paid leave provided to the employee pursuant to this section from the salary or wages of
the employee.

5. Any paid leave provided to an employee pursuant to this section must not be used in calculating the
number of hours for which an employee is entitled to be compensated for overtime.
6. This section does not apply to an employer who provides a clinic on the premises of the employer
where an employee may receive a vaccination for COVID-19 during the regular hours of work of the
employee.
7. The Labor Commissioner shall prepare a bulletin which clearly sets forth the benefits created by this
section. The Labor Commissioner shall post the bulletin on the Internet website maintained by the Office
of Labor Commissioner, if any, and shall require all employers to post the bulletin in a conspicuous
location in each workplace maintained by the employer. The bulletin may be included in any printed
abstract posted by the employer pursuant to NRS 608.013.
8. An employer shall maintain a record of the receipt or accrual and use of paid leave pursuant to this
section for each employee for a 1-year period following the entry of such information in the
record and, upon request, shall make those records available for inspection by the Labor Commissioner.
9. The provisions of this section do not:(a) Limit or abridge any other rights, remedies, or procedures
available under the law. (b) Negate any other rights, remedies, or procedures available to an aggrieved
party. (c) Prohibit, preempt, or discourage any contract or other agreement that provides a more generous
paid leave benefit or paid time off benefit.
10. For the first 2 years of operation, an employer is not required to comply with the provisions of this
section.
11. As used in this section:(a) “COVID-19” means:(1) The novel coronavirus identified as SARS-CoV-2;
(2) Any mutation or variant of the novel coronavirus identified as SARS-CoV-2; or (3) A disease
or health condition caused by the novel coronavirus identified as SARS-CoV-2. (b) “Employer” means a
private employer who has 50 or more employees in private employment in this State.

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