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Nevada Maternity and Pregnancy: What you need to know

The Nevada Fair Employment Practices (FEP) Act prohibits employment practices that discriminate on the basis of sex, which includes pregnancy, childbirth, or related medical conditions. The Act covers employers with 15 or more employees (NV Rev. Stat. Sec. 613.310et seq.). If an employer grants leave with or without pay, or leave without loss of seniority to employees for sickness or disability because of a medical condition, it is an unlawful employment practice to fail or refuse to extend the same benefits to any female employee who is pregnant. A pregnant female employee must be allowed to use the leave before and after childbirth, miscarriage, or any other natural resolution of her pregnancy, if the leave is granted, accumulated, or accrued as part of her employment benefits (NV Rev. Stat. Sec. 613.335).
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Nevada does not have a state law that specifically requires employers to offer pregnancy leave. However, as stated above, employers covered by the state FEP Act must provide the same leave benefits to women disabled by pregnancy as are provided to other employees with temporary disabilities. This means that employers can provide leave for employees with temporary disabilities, including pregnancy disability, with or without pay, or not provide it at all, as long as all employees are treated the same in their requests for temporary disability leave (Nev. Rev. Stat. Sec. 613.335 ).
Nevada has formally adopted the provisions of the federal Family and Medical Leave Act (FMLA) for its state employees (NV Admin. Code Sec. 284.523 et seq.).
There is additional information about the FMLA..
Reviewed April 2015.

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