Overview: As we previously reported, the Nevada Pregnant Workers’ Fairness Act makes it an unlawful employment practice for an employer to refuse to provide a reasonable accommodation to a female employee or applicant for a condition relating to pregnancy, childbirth or a related medical condition..
Employers subject to the Act are required to provide employees three distinct written or electronic notices.. The notices must inform employees that they have the right to be free from discriminatory or unlawful employment practices, and they must include a statement that a female employee has the right to a reasonable accommodation for a condition relating to pregnancy, childbirth or related medical condition..
- The first notice must be provided to new employees on commencement of employment;
- The second notice must be provided within 10 days after the employee notifies her immediate supervisor that she is pregnant;
- The third notice of these rights must be posted in a conspicuous place at the place of business and in an area accessible to employees.
The notice provisions of the Act were made effective immediately, and, therefore, employers must immediately provide employees the required notices.. All other provisions will take effect on October 1, 2017.
Action Required: In our previous communication we provided you with a sample notice that could be used to satisfy the above requirements while the official state notice was pending release. The Nevada Equal Rights Commission (NERC) has now issued the official notice (below) that should be used to satisfy these requirements.
You should provide the official notice to all new employees upon commencement of their employment and begin providing notices to employees who notify you of their pregnancy and post the notice in a conspicuous that is accessible to employees.
To order a new state poster which will include the new a new state poster which will include the Pregnant Workers’ Fairness Act notice please review these instructions.
You can also download the notice by clicking here. Please Contact your HR Business Partner if you have any questions.
This content provides practical information concerning the subject matter covered and is provided with the understanding that ADP is not rendering legal advice.