When hiring employees who work in Nevada, your employee handbook must comply with both federal and state employment laws. While employers aren’t required to create and distribute employee handbooks, they are required to implement and comply with a variety of policies in the workplace, and an employee handbook is a good resource for that.
Employee handbooks offer an effective means to introduce your employees to the organization, establish expectations, explain essential policies and procedures, and reduce legal risk. However, failure to comply with state and federal laws in your handbook could subject your company to significant liability.
To simplify the process and meet the distinct requirements of each state, SixFifty has developed Employment Docs. This tool assists employers in drafting customized, state-specific employee handbooks and other employment documents for all 50 states.
Here’s what you need to know about Nevada employee handbook requirements and how Employment Docs can help save you time and money.
Required Nevada employee handbook policies
Nevada has 13 required employee policies:
- Business Expense Reimbursement
- Civil Air Patrol Leave
- Domestic Violence Leave
- Emergency Worker Leave
- Equal Employment Opportunity
- Jury Duty Leave
- Lactation Accommodation Policy
- Meal and Rest Breaks
- Overtime
- Paid Leave for Any Reason (50 Employees in Nevada)
- School Visitation Leave (50 Employees)
- Voting Leave
- Witness Duty Leave
Note that three policies have an employee threshold: if you don’t meet the threshold and don’t plan to hire beyond the threshold anytime soon, you don’t need to include the policies yet.
Optional Nevada employee handbook policies
In addition to the twelve required policies, Nevada employers may also include any or all of the following optional policies:
- Affinity Group Policy
- Anti-Bribery and Anti-Corruption Policy
- Arbitration Policy
- At-Will Employment Policy
- Background Check Policy
- COBRA Policy
- Cell Phone Policy
- Code of Conduct Policy
- Business Expense Policy
- Company Property Policy
- Confidentiality and Trade Secrets Policy
- Desk Hoteling Policy
- Direct Deposit Policy
- Dress Code Policy
- Drug and Alcohol Abuse Policy
- Electronic Devices While Driving Policy
- Employee Benefits Policy
- Employee Classification Policy
- Employee Dating Policy
- Employee References Policy
- Employment of Relatives Policy
- Exit Interview Policy
- Gifts Policy
- Health and Safety Policy
- Home Office Reimbursement Policy
- Job Duties Policy
- Key or Access Card Policy
- Holidays
- Immigration Law Compliance
- Leave Policies, including: Parental Leave; Bereavement Leave; Organ, Bone Marrow, and Blood Donor Leave; Crime Victim Leave
- Cannabis Policy
- Off-Duty Use of Facilities
- Outside Employment Policy
- Overtime Policy
- Paid Time Off
- Payment of Wages Policy
- Payroll Deductions Policy
- Performance Review Policy
- Personnel Files Policy
- Pets in the Workplace Policy
- Progressive Discipline Policy
- Public Relations Policy
- Punctuality and Attendance Policy
- Record Retention Policy
- Remote Working Policy
- Salary Pay Policy
- Smoking Policy
- Social Media Policy
- Solicitation and Distribution of Literature Policy
- Technology Systems Policy
- Temporary Relocation Policy
- Timekeeping Policy
- Video Conferencing Policy
- Weapons in the Workplace
- Workers’ Compensation Policy
- Workplace Violence Policy
- Workplace Visitor Policy
- Workweek and Work Schedules Policy
Depending on your industry and company type, among other factors, you may not want or need to include any of the optional policies.
Required federal employee handbook policies
If you choose to create an employee handbook, you should include these policies that are required by federal employment law:
- Americans with Disabilities Act (ADA)(15+ Employees)
- Employment and Anti-Discrimination Policy
- Family Medical Leave Act (FMLA) Policy (50 Employees)
- Jury Duty Leave
- Military Service Leave
- Sexual Harassment Policy
- Lactation Accommodation Policy
- Religious Accommodations Policy
Employers in all 50 states are required to implement these policies, in addition to any that are required by the specific state(s) in which they have employees. Therefore, all of your employee handbooks should contain these federal policies (if your organization meets the 50-employee requirement for the FMLA Policy).
How to create a Nevada employee handbook
Crafting a Nevada employee handbook can involve significant time and expense, even when focusing solely on the required state and federal policies. Accidental violations of these laws may result in legal liability for your organization.
Some companies choose to hire attorneys for handbook drafting, which is a safe option. However, when hiring in multiple states, the billable hours can quickly add up. On the other hand, using one-size-fits-all templates in an attempt to save costs does not guarantee the inclusion of all necessary policies and required language.
Fortunately, SixFifty offers a better alternative. Instead of starting from scratch, using risky templates, or engaging expensive attorneys, we’ve done the hard work for you. Our employee handbook creator supports employers throughout the entire employment life cycle, starting with offer letters, employee handbooks, and concluding with separation and offboarding. Best of all, our legal team monitors changes to employment legislation nationwide. Should any changes arise, we will promptly notify you so you can update and distribute your handbooks accordingly. This is the easiest, most cost-effective approach to create a handbook that fully complies with all federal and Nevada employee handbook requirements.
Ready to learn more? Schedule a demo today!
Looking to create an employee handbook for a different state? View our interactive map for required employee handbook policies by state.
