Although the Nevada courts generally adhere to the doctrine of employment at will, there are a number of exceptions to the rule, including the following:
Employee handbooks. Even if the employer has no explicit employment agreement with the worker, certain actions and representations can bind the employer just as if there were a written contract signed by both parties. If an employee can prove that an employee manual contains discipline, job security, and termination procedures, the manual may constitute a unilateral offer to contract that an employee may accept through continued employment. The courts have also held, however, that employers may prevent contractual liability by including an express disclaimer in its handbook. There is additional information available.
Oral statements. Employers should be vigilant not to allow anyone to make a promise of job security to an employee or applicant. The courts may find that an employment contract exists if the promise can be seen as an inducement for an employee or prospective employee to give up something of value by, for instance, relocating or leaving his or her current job. In other words, the employer's statement must express an intention to create something other than an at-will employment relationship.
Nevada has placed several statutory limitations on an employer's ability to terminate an employee.