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State of Nevada Domestic Violence Bulletin – Jan. 1, 2018

Are you aware of the recent State of Nevada Domestic Violence updates to Senate Bill 361, which became effective January 1, 2018? The Domestic Violence Bulletin states:

“An employee who has been employed by an employer for at 90 days and who is a victim of an act which constitutes domestic violence, or whose family or household member is a victim of an act which constitutes domestic

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New Nevada Pregnant Workers’ Fairness Act

Are You in Compliance with the New Nevada Pregnant Workers’ Fairness Act?
By: Melissa Marsh, M
A, SPHR, SHRM-SCP

Did you know that Nevada employers have a new legal obligation to pregnant employees? On June 2, 2017, the Nevada Pregnant Workers’ Fairness Act (SB 253) was adopted and it applies to employers with 15 or more employees. Notice requirements under this bill went into effect on June 2, 2017, and the remainder of the Act becomes effective on October 1, 2017.

The Act requires that employers must give certain notices to all employees and additional notices to pregnant employees within a specific timeline of learning about the pregnancy.

According to labor attorney, Molly Malone Rezac with Ogletree, Deakins, Nash, Smoak & Stewart, P.C.:

there are three specific times when notice must be provided:

  1. The employer shall post the notice in a conspicuous place at the place of business of the employer that is located in an area accessible to employees.
  2. The employer shall provide the notice to all new employees.
  3. The employer shall provide the notice (again) to an employee, within 10 days after the employee notifies their immediate supervisor that they are pregnant.
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Working with an HR Consultant Can Be Cost Effective

HR Consultants: A Cost-Effective Option for Small Businesses
By: Melissa Marsh, MA, SPHR, SHRM-SCP

What does HR mean to you?

As a small business owner or operator, Human Resources or HR, probably equates with finding employees as quickly as possible and getting them on task right away.

What about after employees are hired?

Then, HR means dealing with small issues that pop up—and, then, turning to the Internet to educate yourself on tricky situations and hoping for the best.

It doesn’t have to be that way.

Is it possible to use an HR consulting company in a cost-effective way?

HRinDemand is constantly searching for and implementing easy-to-use tools for our clients. For instance, small businesses don’t need a large, full-blown Employee Handbook. HRinDemand offers an Employee Rulebook for those employers with less than 10 employees—and it is half the cost of a full employee handbook. This way, small businesses can comply with pertinent regulations and appear professional, knowledgeable and organized from the first day a new employee starts work.

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Employee Retention a Concern for Nevada Businesses

There is good news for Nevada business owners. The economy is improving. More jobs are available. Economic development is a major initiative in Northern Nevada. And, unemployment levels are dropping.

The unemployment rate in Nevada was 6.7 percent for September 2015 — unemployment has not been this low since July 2008! This is a seven-year low and it’s trending about a point lower in Northern Nevada.

Meanwhile, the number of employers continues to grow.

The combination of a lower unemployment rate and increased number of jobs means employers now need to focus on retaining employees. As opportunities abound, employees are enticed to leave. High turnover rates aren’t good for business — one employee turning over can cost a company close to $50,000 in recruiting, training and lost productivity costs.

What Can Be Done to Retain Employees?

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Employee Handbook: 13 Reasons Your Company Needs One

Giving employees a custom employee handbook can help your company with employee communications and expectations. A comprehensive Employee Handbook: communicates your company’s expectations of employees gives your company a sense of professionalism and efficiency establishes and communicates legally compliant company…

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