July 2017

The hazy days of summer...

My dear friends, I am just returning from a wonderful vacation with my family. I hope that you have also had the opportunity to take some time to recharge your batteries, refocus your efforts, and reevaluate the trajectory of your business.
As you are refocusing, please be aware that several external factors have come into play. Last month, we discussed the effect of AB 276 on your ability to protect your business from competition from your employees and former employees. This month, as you will read below, we discuss the new notice requirements and accommodations you need to make for your employees who are or have been pregnant.

Next month, we will discuss the accommodations you will be required to make for your employees if they or their family members are victims of domestic violence.  

As of the beginning of June, you have new notice requirements for your employees and prospective employees (regardless of physical condition, including gender) concerning their rights under the Nevada Pregnant Worker's Fairness Act. You will shortly have additional accommodation requirements for these same employees and prospective employees. Read HERE to see how to fulfill your new legal requirements.

I am certain that we want to do all we can to ensure the health and safety of our employees. However, some of the new laws requiring businesses to do so can be challenging and difficult to navigate. Please feel free to contact Gordon Law with any questions or concerns you may have regarding your obligations to your employees.

Aviva Y. Gordon, Esq. ATTORNEY AT LAW    

6655 S. Cimarron, Suite 200, Las Vegas, NV 89113    
P.702.527.5557  | F.702.527.5559     agordon@GordonLawLV.com