NRS 608.01972 Employer required to provide paid leave for purpose of receiving vaccination for COVID-19; employee required to give notice; prohibited acts; calculation of overtime; applicability; Labor Commissioner to prepare bulletin; maintenance of records; other rights, remedies, procedures and benefits; exceptions. [Expired by limitation.]
Understanding NRS 608.01972: COVID-19 Vaccination Paid Leave in Nevada
During the COVID-19 pandemic, laws were put in place across the country to protect workers and help ensure public health. In Nevada, one such law was NRS 608.01972, which required employers to provide paid leave for employees to receive the COVID-19 vaccine. While this law has now expired by limitation, it’s still important to understand what it was, how it worked, and what options may still be available for workers who experienced issues during its active period.
What Was NRS 608.01972?
NRS 608.01972 was a temporary Nevada state law enacted during the COVID-19 pandemic. Its main goal was to ensure that employees would not have to choose between getting vaccinated and losing wages. Under this law:
- Employers with 50 or more employees were required to give workers up to 4 hours of paid leave per vaccination dose.
- This applied whether it was the first dose, second dose, or a booster shot.
- Employees had to give 12 hours’ notice before taking the leave, unless it was an emergency or unexpected opportunity for vaccination.
- The law prohibited employers from taking disciplinary or retaliatory actions against employees who used this paid leave.
Employer Responsibilities
Employers were obligated to:
- Maintain records showing that paid leave was provided for vaccination.
- Not count this paid leave against any other accrued leave like sick time or vacation.
- Pay employees at their regular rate for this leave period.
The Nevada Labor Commissioner was also required to issue a public bulletin explaining the new law so businesses and employees could understand their rights and responsibilities.
Overtime and Paid Leave
The law clarified that paid leave given under NRS 608.01972 should not be included in calculations of weekly hours for determining overtime. That means if an employee took 4 hours of paid leave and worked 38 hours, they wouldn’t be eligible for overtime pay that week.
Expiration and Current Applicability
This law expired by limitation and is no longer in effect. However, if an employee believes they were wrongfully denied paid leave for COVID-19 vaccination while NRS 608.01972 was active, they may still have legal options. In some cases, records and evidence of employer misconduct during this time could be used in a legal claim.
Exceptions to the Law
Not every workplace was affected by this law. Smaller employers with fewer than 50 employees were not required to comply. Additionally, certain federal employees or those under specific labor agreements may have had different rules.
Need Help with NRS 608.01972 Issues?
If you feel your employer violated your rights under NRS 608.01972—such as denying you paid leave or retaliating against you—you may still be eligible to take legal action, even though the law has expired. Employment law can be complex, especially when temporary laws like this one are involved.
For help understanding your options and whether you may have a valid claim, call the Law Office of Jonathan Roven at 800-566-4868. Attorney Jonathan Roven helps employees across Nevada navigate workplace legal issues and fight for their rights. Don’t stay silent—help is just a phone call away.