Keep in mind that AB181 went into effect 10/1/13 and employment decisions based on credit reports (with certain exceptions) and based on attaining social media passwords from applicants/employees is now prohibited in Nevada. See the regulation detail here: AB181.
What does this mean for employers? Best practice is to require credit report information on applicants only when there is a business case that supports doing so. Also, beware of asking applicants or employees for their password information on social media platforms as this is now against the law in Nevada.