Employment Attorney Serving Las Vegas & Henderson
Employment in Nevada is presumed to be “at-will,” meaning your employer can terminate you for any reason, even if you were performing well and did not have any disciplinary issues. However, there are many exceptions to this general rule. One of the exceptions arises when an employee refuses to break the law. Refusing to EngageRead More
Just like your employer can give you a raise, in many circumstances it can give you a pay cut, but it has to meet certain requirements first. Can My Employer Cut My Pay in Nevada? Yes, your employer can cut your pay in most circumstances. However, Nevada law (NRS 608.100) prohibits the following: Cutting yourRead More
Employees of a company who want or need to act as a witness in a lawsuit against their employer often fear that if they do their employer will retaliate against them. To help alleviate these concerns, Nevada law provides specific protections for employees who act as witnesses in legal proceedings. Retaliation for Being a WitnessRead More
Most employers are rightly concerned about how the use of drugs, whether legal or illegal, can affect the ability of employees to perform their work. However, employers need to be careful about how they screen for and address prescription drug use because missteps can violate the Americans with Disabilities Act (“ADA”). Pre-employment Prescription Drug TestingRead More
For some types of work, businesses might want their employees to work four ten-hour shifts each week rather than the traditional five eight-hour shifts. In Nevada, 4-10 shifts raise a question of whether employers need to pay overtime to employees who work more than eight hours in one day. Overtime Exception for 4-10 Shifts UnderRead More
Nevada law and federal law both prohibit employers from retaliating against an employee for filing a complaint with the Occupational Safety and Health Administration (“OSHA”) or participating in an OSHA investigation. Retaliation is also illegal if an employee refuses to work under conditions unreasonably dangerous to the employee. Retaliation might include termination, demotion, a payRead More
