STEVE SISOLAK
Governor
TERRY REYNOLDS
Director
SHANNON M. CHAMBERS
Labor Commissioner
STATE OF NEVADA
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
D
epartment of Business & Industry
OFFICE OF THE LABOR COMMISSIONER
http://www.labor.nv.gov
REQUIRED POSTING – ASSEMBLY BILL 190
https://www.leg.state.nv.us/App/NELIS/REL/81st2021/Bill/7578/Text#
Effective October 1, 2021, as set forth in Assembly Bill 190 a new section is added to
Chapter 608 of NRS
Section 1. Chapter 608 of NRS is hereby amended by adding thereto a new section to read as follows:
1. Except as otherwise provided in this section, if an employer provides paid or unpaid sick leave for
the use of his or her employees, the employer must allow an employee to use any accrued sick
leave to assist a member of the immediate family of the employee who has an illness, injury,
medical appointment or other authorized medical need to the same extent and under the same
conditions that apply to the employee when taking such leave.
2. An employer may limit the amount of sick leave that an employee may use pursuant to subsection 1 to
an amount which is equal to not less than the amount of sick leave that the employee accrues during a 6-
month period.
3. The Labor Commissioner shall prepare a bulletin which clearly sets forth an explanation of the
provisions of this section. The Labor Commissioner shall post the bulletin on the Internet website
maintained by the Office of the Labor Commissioner and shall require each employer that provides sick
leave to employees 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.
4. The provisions of this section shall not be construed to: (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 sick leave benefit or paid time off benefit; or (d) Extend the maximum
amount of leave to which an employee is entitled to take pursuant to the Family and Medical
Leave Act of 1993, 29 U.S.C. §§ 2601 et seq.
5. An employer shall not deny an employee the right to use accrued sick leave in accordance with the
provisions of this section or retaliate against an employee for attempting to
prosecute a violation of this section or for exercising any rights afforded by this section.
6. The provisions of this section do not apply: (a) To the extent prohibited by federal law; or (b) With
regard to an employee of the employer if the employee is covered under a valid collective bargaining
agreement.
7. As used in this section, “immediate family” means: (a) The child, foster child, spouse, domestic partner,
sibling, parent, mother-in-law, father-in-law, grandchild, grandparent, or stepparent of an employee; or
(b) Any person for whom the employee is the legal guardian.
