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Nevada Health Insurance Continuation (COBRA): What you need to know

Nevada had a law similar to the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) that provided for continuation rights that were similar to those under federal law but covered only employers with fewer than 20 employees who were not covered by federal COBRA (NRS Sec. 689B.245). However, this "mini-COBRA" statute was repealed effective January 1, 2014.
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A provision of Nevada law provides continuation rights to employees and their dependents on leave without pay because of a total disability (Nev. Rev. Stat. Ann. Sec. 689B.0345). The coverage must be at least what the employee had before becoming disabled. Such coverage must continue until:
• The date on which the employment of the employee or member is terminated;
• The date on which the employee or member obtains another policy of health insurance;
• The date on which the group policy of health insurance is terminated; or
• After a period of 12 months in which benefits under such coverage are provided to the employee or member.

>> Read more about Health Insurance Continuation (COBRA)

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Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave


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