NRS 613.160
Spotters: Right of employee to be confronted with accuser

  • penalty.

1.

It is unlawful for any person, firm, association or corporation, or agent, superintendent or manager thereof, employing any special agent, detective or person commonly known as a spotter for the purpose of investigating, obtaining and reporting to the employer or the employer’s agent, superintendent or manager information concerning his or her employees, to discipline or discharge any employee in his or her service, where the act of discipline or the discharge is based upon a report by a special agent, detective or spotter which involves a question of integrity, honesty or a breach of rules of the employer, unless the employer or the employer’s agent, superintendent or manager gives notice and a hearing to the employee thus accused, when requested by the employee, at which hearing the accused employee must have the opportunity to confront the person making the report and must have the right to furnish testimony in his or her defense.

2.

Any person, corporation, firm, association or employer who violates any provision of this section is liable to the State of Nevada for a penalty of $5,000 for each offense. The penalty must be recovered and the suit must be brought in the name of the State of Nevada in a court of proper jurisdiction by the Attorney General, or under his or her direction by the district attorney in any county having proper jurisdiction.

3.

If a penalty is imposed pursuant to this section, the costs of the proceeding, including investigative costs and attorney’s fees, may be recovered by the Attorney General or district attorney, as appropriate.

Source: Section 613.160 — Spotters: Right of employee to be confronted with accuser; penalty., https://www.­leg.­state.­nv.­us/NRS/NRS-613.­html#NRS613Sec160.

613.080
Involuntary servitude prohibited 613.090
Obtaining employment by false or forged letter of recommendation or union card: Penalty. 613.100
Endangering life or property by breaking employment contract: Penalty. 613.110
Grafting by employee: Penalty. 613.120
Unlawful to demand or receive fee or commission as condition to giving or continuing employment to worker 613.125
Effect of employer’s failure to make agreed payments to health or welfare fund 613.130
Unlawful agreements concerning membership in labor organizations as condition of obtaining or continuing employment 613.132
Unlawful act of employer for failing or refusing to hire prospective employee based on screening test which indicates presence of marijuana 613.135
Unlawful acts of employer relating to social media account of employee or prospective employee. 613.140
Employer compelling or inducing employee to trade at particular store or board at particular boardinghouse: Penalty. 613.150
Transportation company compelling purchase of uniform from particular person or employer as condition of continuing employment unlawful 613.155
Notification to employer of employee’s sickness or injury and inability to work 613.160
Spotters: Right of employee to be confronted with accuser 613.170
Time checks: Discounts and deductions unlawful. 613.180
Hospital fees: Unlawful collection from employee. 613.190
Corrupt influencing of employee unlawful. 613.195
Noncompetition covenants: Limitations 613.200
Prevention of employment of person who has been discharged or who terminates employment unlawful 613.210
Blacklists unlawful 613.220
Assembling and cooperation of employees to secure increases in wages unrestricted. 613.222
Employer required to make reasonable accommodations for employee who is victim of domestic violence 613.223
Unlawful for employer to take certain actions against employee for reasons related to domestic violence. 613.225
Labor Commissioner to adopt regulations to establish certain procedures required by 42 U.S.C. § 607(f).
Last Updated

Jun. 24, 2021

§ 613.160’s source at nv​.us