Nevada mandates 160 hours of paid leave for victims of domestic violence or sexual assault.
Nevada law provides significant protections for employees who are victims of domestic violence or sexual assault, or whose family/household members are victims. Employers must provide up to 160 hours of paid leave per year for related purposes, ensuring job security during critical times. This entitlement is distinct from general paid leave and comes with specific usage parameters.
DV/SA Leave
Mandatory paid leave for victims of domestic violence or sexual assault, or their family/household members.
What those rules do as a Nevada shift is created.
Teambridge automatically processes Nevada's domestic violence and sexual assault leave mandates, ensuring eligible employees receive their statutory protections without manual intervention. Our system tracks eligibility, leave balances, and proper usage according to state law.
Verify eligibility
When an employee requests DV/SA leave, Teambridge verifies the 90-day employment threshold and that the leave type falls under the protected categories defined by NRS 608.0198.
Track leave balance
Teambridge maintains an accurate, real-time balance of the 160 hours of DV/SA leave available to each eligible employee within the 12-month period as defined by the employer's policy or calendar year.
Process leave requests
Upon approval and proper documentation, Teambridge processes DV/SA leave requests, ensuring the employee is compensated for the time off and their leave bank is decremented accordingly, minimizing administrative burden.
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Nevada mandates 160 hours of paid leave for domestic violence or sexual assault.
NRS 608.0198 requires employers to provide up to 160 hours of paid or unpaid leave in any 12-month period to an employee who has been employed for at least 90 days and is a victim of domestic violence or sexual assault, or whose family or household member is a victim. This leave can be used for various purposes related to the violence or assault, including seeking medical attention, obtaining services from a victim services organization, or participating in legal proceedings.
NRS 608.0198 — Leave from work for victims of domestic violence or sexual assault.
Eligibility and Usage
To be eligible for this leave, an employee must have been employed for at least 90 days. The leave can be used for purposes including, but not limited to, seeking medical attention for injuries, obtaining services from a victim services organization, obtaining psychological or other counseling, relocating, or participating in any civil or criminal proceedings related to the domestic violence or sexual assault. Employees must provide notice to their employer as soon as practicable, and employers may require documentation to verify the need for leave.
AB 163 (2024) Expansion and Employer Obligations
Assembly Bill 163, passed in 2024, explicitly extended the protections of NRS 608.0198 to include victims of sexual assault, ensuring that employees affected by this type of violence receive the same leave entitlements. Employers cannot deny this leave, discharge, discipline, or discriminate against an employee for exercising their rights under this statute. The employer must keep all information related to the employee's request for leave confidential, unless disclosure is required by law.
Teambridge handles Nevada DV/SA Leave so you don't have to.
Teambridge's compliance engine is pre-configured with Nevada's DV/SA leave rules, ensuring that your organization remains compliant without constant manual oversight. Our system automates eligibility checks, leave accruals, and usage tracking, adapting to policy changes like AB 163 (2024) immediately.
Instantaneous policy integration
When Nevada laws like AB 163 (2024) are enacted or modified, Teambridge's rules engine is updated automatically, reflecting the latest requirements for DV/SA leave without any action needed from your team.
90-day threshold enforcement
Teambridge automatically tracks employee tenure, ensuring that DV/SA leave is only granted once an employee has met the statutory 90-day employment threshold, preventing premature or incorrect leave approvals.
160-hour balance management
Our system maintains accurate, real-time balances of the 160 hours of DV/SA leave for each eligible employee, deducting used hours and preventing over-utilization within the specified 12-month period.
Secure record keeping
Teambridge provides a secure portal for employees to submit required documentation for DV/SA leave, which is then stored confidentially, helping employers comply with privacy mandates under NRS 608.0198.
People also ask.
What is Nevada's DV/SA leave entitlement?
Nevada law (NRS 608.0198, as amended by AB 163 in 2024) mandates that eligible employees receive up to 160 hours of paid or unpaid leave in any 12-month period if they are a victim of domestic violence or sexual assault, or if a family or household member is a victim. This leave is for specific purposes related to the violence or assault.
Who is eligible for DV/SA leave in Nevada?
An employee is eligible if they have been employed for at least 90 days and are a victim of domestic violence or sexual assault, or if their child, parent, spouse, domestic partner, or any other person who regularly resides with the employee is a victim.
For what purposes can DV/SA leave be used?
This leave can be used for purposes including, but not limited to: seeking medical attention for injuries, obtaining services from a victim services organization, obtaining psychological or other counseling, relocating, or participating in any civil or criminal proceedings related to the domestic violence or sexual assault.
Can an employer require documentation for DV/SA leave?
Yes, employers may require documentation to verify the need for leave. This documentation can include a police report, a court order, or a statement from a medical professional or victim services organization.
Is DV/SA leave paid or unpaid?
NRS 608.0198 allows for the leave to be either paid or unpaid. If the employer provides paid time off for other purposes (e.g., vacation, sick leave), the employee may elect to use that accrued paid time off for DV/SA leave. Otherwise, the leave may be unpaid.
What are an employer's obligations regarding confidentiality?
Employers must maintain strict confidentiality regarding any information an employee provides related to a request for DV/SA leave, unless disclosure is required by law or the employee consents to disclosure.