Nevada Records laws & HR compliance analysis

Nevada Records: What you need to know

The information provided here highlights some of the more important recordkeeping requirements that apply to most employers in Nevada, regardless of industry. There may be other state recordkeeping requirements that are specific to certain businesses or industries. In addition, there are many federal statutes that require employers to keep certain records related to employment. There is additional information and details on federal recordkeeping requirements.
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The time period for retaining records set forth in the various statutes is minimum. Because these records are critical to the employer if its compliance with federal or state law is questioned or if it must defend itself against employment-related litigation, employers may want to retain employment-related records for longer periods. Moreover, the penalties for not keeping required records may be severe.
Covered employers. Effective January 1, 2018, Nevada employers must provide covered employees with leave for needs related to domestic violence.
Required. Employers are required to keep a record of the hours taken for domestic violence leave. These records must be made available for inspection upon request by the Nevada Labor commissioner.
To be retained. These records must be retained for 2 years following the entry of the information in the record.
Additional information is available.
Covered employers. All private employment agencies.
Required. Agencies must keep a record of every applicant who finds employment through the use of the agency's services. The record must include a copy of the employment application, a receipt given to the applicant for any fees paid, and ...

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