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Nevada initially tried to pass a ban-the-box bill in 2015, but it failed. The bill was reintroduced into the Nevada Assembly, where it was passed as Nevada Assembly Bill 384 (2017), and signed into law on June 3, 2017. Under this ban-the-box legislation, employers are not permitted to consider criminal histories of job applicants until the final in-person interview has been held, or a conditional employment offer has been made, whichever comes first.
If an applicant does have a criminal history, employers are required to consider EEOC criteria in evaluating their history, including evidence of their rehabilitation efforts. The Nevada Equal Rights Commission (NERC) is charged with enforcement to ensure all procedures are followed. Injured parties may seek redress through the NERC.
In October of 2016, the Acting Mayor of the City of North Las Vegas announced that the City was banning-the-box. This included delaying inquiries into criminal history of job applicants until the interview phase. Additionally, when evaluating an applicant’s criminal history, individualized assessments would be conducted following EEOC criteria.
Cities Include: Las Vegas, Henderson, Reno, North Las Vegas, Paradise, Spring Valley, Sunrise Manor, Enterprise and more.
Note: This information is not intended to be legal advice. Please consult with your own legal counsel for advice related to your state/locality.