| State: |
Nevada |
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| Statute of Order: |
Nev. Rev. Stat. ยง284-4061 et seq. |
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| Covered Employers: |
State agencies. |
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| Applicant Testing: |
Applicant testing authorized for jobs involving public safety. |
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| Employee Testing: |
Employee testing authorized for jobs involving public safety. Referral for counseling or treatment authorized for employee testing positive. Discipline or discharge authorized for subsequent positive findings, for workplace use, or for working under the influence. |
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| Conditions & Methods: |
Testing only by independent laboratory and confirming test in case of positive findings. |
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| Important Bulletpoints: |
Under Employment Practices particularly the section on Unlawful Employment Practices, testing for controlled substances or the presence of alcohol is differentiated from restricted genetic tests and are therefore permissible to be conducted in the workplace.
Nevada has provisions allowing for the medical use of marijuana but does not require employers to accommodate the medical use of marijuana in the workplace.
State employees may be required to undergo screening for alcohol and drug use particularly in cases of reasonable suspicion and for post-accident situations involving law enforcement officers resulting in bodily injury or substantial damage to property. Testing may be performed as well for pre-employment purposes for positions affecting public safety.
A person may become ineligible for unemployment benefits if he or she was discharged for misconduct from the last or previous to the last employment.
For the purposes of administering industrial insurance benefits, requested or ordered alcohol or drug testing must be performed only by licensed testing laboratories. Compensation may be denied if the proximate cause of the injury is due to intoxication or the use of a controlled substance. |
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1-877-447-7954