NEVADA EQUAL RIGHTS COMMISSION

Nev. Rev. Stat. 233
in effect

Nev. Rev. Stat. § 233.010 Declaration of public policy.

1. It is hereby declared to be the public policy of the State of Nevada to protect the welfare, prosperity, health and peace of all the people of the State, and to foster the right of all persons reasonably to seek and obtain housing accommodations without discrimination, distinction or restriction because of race, religious creed, color, age, sex, disability, sexual orientation, gender identity or expression, national origin or ancestry. 2. It is hereby declared to be the public policy of the State of Nevada to protect the welfare, prosperity, health and peace of all the people of the State, and to foster the right of all persons reasonably to seek and be granted services in places of public accommodation without discrimination, distinction or restriction because of race, religious creed, color, age, sex, disability, sexual orientation, national origin, ancestry or gender identity or expression or because a person is breastfeeding a child. 3. It is hereby declared to be the public policy of the State of Nevada to protect the welfare, prosperity, health and peace of all the people of the State, and to foster the right of all persons reasonably to seek, obtain and hold employment without discrimination, distinction or restriction because of race, religious creed, color, age, sex, disability, sexual orientation, gender identity or expression, national origin or ancestry. As used in this subsection: (a) “Protective hairstyle” includes, without limitation, hairstyles such as natural hairstyles, afros, bantu knots, curls, braids, locks and twists. (b) “Race” includes traits associated with race, including, without limitation, hair texture and protective hairstyles. 4. It is recognized that the people of this State should be afforded full and accurate information concerning actual and alleged practices of discrimination and acts of prejudice, and that such information may provide the basis for formulating statutory remedies of equal protection and opportunity for all citizens in this State.

Nev. Rev. Stat. § 233.020 Definitions.

As used in this chapter: 1. “Administrator” means the Administrator of the Commission. 2. “Commission” means the Nevada Equal Rights Commission within the Department of Employment, Training and Rehabilitation. 3. “Disability” means, with respect to a person: (a) A physical or mental impairment that substantially limits one or more of the major life activities of the person; (b) A record of such an impairment; or (c) Being regarded as having such an impairment. 4. “Member” means a member of the Nevada Equal Rights Commission.

Nev. Rev. Stat. § 233.030 Creation; number, appointment and salary of members; expenses of members and employees.

1. The Nevada Equal Rights Commission, consisting of five members appointed by the Governor, is hereby created. 2. Each member of the Commission is entitled to receive a salary of not more than $80, as fixed by the Commission, for each day actually employed on the work of the Commission. 3. While engaged in the business of the Commission, each member and employee of the Commission is entitled to receive the per diem allowance and travel expenses provided for state officers and employees generally.

Nev. Rev. Stat. § 233.040 Qualifications of members.

The members of the Commission must be representative of all groups, including, without limitation, those based on religion, disability, race, ethnicity, sexual orientation, and gender identity or expression, and representative of both sexes in the State.

Nev. Rev. Stat. § 233.050 Chair and Secretary; meetings; classification of employees.

1. The Governor shall appoint a Chair of the Commission and the members shall elect a Secretary from the membership of the Commission. 2. The Commission may meet regularly at least twice a year on the call of the Chair at a place designated by the Chair or a majority of the Commission. 3. The employees of the Commission are in the classified service of the State.

Nev. Rev. Stat. § 233.080 Biennial report to Governor and Director of Legislative Counsel Bureau.

The Administrator shall, on or before January 15 of each odd-numbered year, prepare and submit a report concerning the activities of the Commission to the Governor and the Director of the Legislative Counsel Bureau. The Director of the Legislative Counsel Bureau shall cause the report to be made available to each Senator and member of the Assembly.

Nev. Rev. Stat. § 233.085 Designation by Governor of another agency to perform certain duties and functions of Commission.

The Governor may designate another agency to perform the duties and functions of the Commission set forth in NRS 233.150, 233.160, 233.165 and 233.170.

Nev. Rev. Stat. § 233.090 Administrator: Appointment; qualifications.

The Governor shall appoint an Administrator of the Commission. The Administrator must have had successful experience in the administration and promotion of a program comparable to the program provided by this chapter.

Nev. Rev. Stat. § 233.110 Administrator: Duties.

The Administrator shall: 1. Be jointly responsible to the Governor and the Commission. 2. Direct and supervise all of the technical and administrative activities of the Commission. 3. Perform any lawful act which the Administrator considers necessary or desirable to carry out the purposes and provisions of this chapter.

Nev. Rev. Stat. § 233.140 Commission: Duties.

The Commission shall: 1. Foster mutual understanding and respect among all groups, including, without limitation, those based on race, religion, disability, ethnicity, sexual orientation and gender identity or expression, and between the sexes in the State. 2. Aid in securing equal health and welfare services and facilities for all the residents of the State without regard to race, religion, sex, sexual orientation, gender identity or expression, age, disability or nationality. 3. Study problems arising between groups within the State which may result in tensions, discrimination or prejudice because of race, color, creed, sex, sexual orientation, gender identity or expression, age, disability, national origin or ancestry, and formulate and carry out programs of education and disseminate information with the object of discouraging and eliminating any such tensions, prejudices or discrimination. 4. Secure the cooperation of various groups, including, without limitation, those based on race, religion, sex, sexual orientation, gender identity or expression, age, disability, nationality and ethnicity, veterans’ organizations, labor organizations, business and industry organizations and fraternal, benevolent and service groups, in educational campaigns devoted to the need for eliminating group prejudice, racial or area tensions, intolerance or discrimination. 5. Cooperate with and seek the cooperation of federal and state agencies and departments in carrying out projects within their respective authorities to eliminate intergroup tensions and to promote intergroup harmony. 6. Develop and carry out programs of education and disseminate information as necessary to inform employers, employees, employment agencies and job applicants about their rights and responsibilities set forth in NRS 613.4353 to 613.4383 , inclusive.

Nev. Rev. Stat. § 233.150 Commission: Authority to order Administrator to conduct investigations and hearings; mediation; subpoenas; regulations.

The Commission may: 1. Order its Administrator to: (a) With regard to public accommodation, investigate tensions, practices of discrimination and acts of prejudice against any person or group because of race, color, creed, sex, age, disability, sexual orientation, national origin, ancestry or gender identity or expression or because the person is breastfeeding a child and may conduct hearings with regard thereto. (b) With regard to housing, investigate tensions, practices of discrimination and acts of prejudice against any person or group because of race, color, creed, sex, age, disability, sexual orientation, gender identity or expression, national origin or ancestry, and may conduct hearings with regard thereto. (c) With regard to employment, investigate: (1) Tensions, practices of discrimination and acts of prejudice against any person or group because of race, color, creed, sex, age, disability, sexual orientation, gender identity or expression, national origin or ancestry, and may conduct hearings with regard thereto; and (2) Any unlawful employment practice by an employer pursuant to the provisions of NRS 613.4353 to 613.4383 , inclusive, and may conduct hearings with regard thereto. Ê As used in this paragraph, “race” includes traits associated with race, including, without limitation, hair texture and protective hairstyles, as defined in paragraph (a) of subsection 3 of NRS 233.010 . 2. Mediate between or reconcile the persons or groups involved in those tensions, practices and acts. 3. Issue subpoenas for the attendance of witnesses or for the production of documents or tangible evidence relevant to any investigations or hearings conducted by the Commission. 4. Delegate its power to hold hearings and issue subpoenas to any of its members or any hearing officer in its employ. 5. Adopt reasonable regulations necessary for the Commission to carry out the functions assigned to it by law.

Nev. Rev. Stat. § 233.151 Commission: Consideration of antisemitism under certain circumstances.

1. When conducting an investigation into an alleged unlawful discriminatory practice in housing, employment or public accommodations, the Commission shall, for the purpose of determining whether the alleged unlawful discriminatory practice was based on the religious creed of a person or group, consider whether the alleged unlawful discriminatory practice was motivated by antisemitism. 2. As used in this section, “antisemitism” has the meaning ascribed to the working definition of antisemitism adopted by the International Holocaust Remembrance Alliance on May 26, 2016, and includes, without limitation, the contemporary examples of antisemitism published by the Alliance as guidance in connection with that definition on that date.

Nev. Rev. Stat. § 233.153 Legislative approval required before Commission may enter into contract with United States Department of Housing and Urban Development to act as certified agency.

1. The Commission shall not contract with or enter into a memorandum of understanding with the United States Department of Housing and Urban Development for the Commission to investigate and enforce laws relating to fair housing as a certified agency unless the Legislature, by resolution or other appropriate legislative measure, expressly authorizes the Commission to do so. 2. As used in this section: (a) “Certified agency” has the meaning ascribed to it in 24 C.F.R. § 115.100(c). The term refers to the certification of an agency as substantially equivalent as described in 42 U.S.C. § 3610(f)(3)(A) and 24 C.F.R. Part 115, Subpart B. (b) “Memorandum of understanding” means the memorandum of understanding described in 24 C.F.R. § 115.210.

Nev. Rev. Stat. § 233.155 Nevada Equal Rights Commission Gift Fund.

All gifts of money which the Commission is authorized to accept must be deposited with the State Treasurer for credit to the Nevada Equal Rights Commission Gift Fund which is hereby created as a trust fund.

Nev. Rev. Stat. § 233.157 Acceptance of complaint alleging unlawful discriminatory practice; regulations for processing and determining type of administrative action on complaints.

The Commission shall accept any complaint alleging an unlawful discriminatory practice over which it has jurisdiction pursuant to this chapter. The Commission shall adopt regulations setting forth the manner in which the Commission will process any such complaint and determine whether to hold an informal meeting or conduct an investigation concerning the complaint.

Nev. Rev. Stat. § 233.160 Complaint alleging unlawful discriminatory practices: Limitations on filing; contents; duties of Commission; date on which unlawful discriminatory practice in employment occurs. [Effective until the date the Governor declares that the Federal Government has determined that certain provisions of NRS provide rights and remedies for alleged discriminatory housing practices substantially equivalent to federal law.]

1. A complaint which alleges unlawful discriminatory practices in: (a) Housing must be filed with the Commission not later than 1 year after the date of the occurrence of the alleged practice or the date on which the practice terminated. (b) Employment or public accommodations must be filed with the Commission not later than 300 days after the date of the occurrence of the alleged practice. Ê A complaint is timely if it is filed with an appropriate federal agency within that period. A complainant shall not file a complaint with the Commission if any other state or federal administrative body or officer which has comparable jurisdiction to adjudicate complaints of discriminatory practices has made a decision upon a complaint based upon the same facts and legal theory. 2. The complainant shall specify in the complaint the alleged unlawful practice and sign it under oath. 3. The Commission shall send to the party against whom an unlawful discriminatory practice is alleged: (a) A copy of the complaint; (b) An explanation of the rights which are available to that party; and (c) A copy of the Commission’s procedures. 4. The Commission shall notify each party to the complaint of the limitation on the period of time during which a person may apply to the district court for relief pursuant to NRS 613.430 . 5. If a person files a complaint pursuant to paragraph (b) of subsection 1 which alleges an unlawful discriminatory practice in employment, the Commission shall, as soon as practicable after receiving the complaint, notify in writing the person who filed the complaint that the person may request the Commission to issue a right-to-sue notice pursuant to NRS 613.412 . 6. For the purposes of paragraph (b) of subsection 1, an unlawful discriminatory practice in employment which relates to compensation occurs on: (a) Except as otherwise provided in paragraph (b), the date prescribed by 42 U.S.C. § 2000e-5(e)(3)(A), as it existed on January 1, 2019. (b) If 42 U.S.C. § 2000e-5(e)(3)(A) is amended and the Commission determines by regulation that the section, as amended, provides greater protection for employees than the section as it existed on January 1, 2019, the date prescribed by 42 U.S.C. § 2000e-5(e)(3)(A), as amended.

Nev. Rev. Stat. § 233.165 Complaint alleging unlawful discriminatory practice in housing: Period for investigation and final disposition; exception. [Effective on the date the Governor declares that the Federal Government has determined that certain provisions of NRS provide rights and remedies for alleged discriminatory housing practices substantially equivalent to federal law.]

1. If the Commission determines to conduct an investigation of a complaint which alleges an unlawful discriminatory practice in housing in accordance with the regulations adopted pursuant to NRS 233.157 , the Commission must: (a) Begin an investigation of the complaint within 30 days after it receives the complaint. (b) Complete its investigation of the complaint within 100 days after it receives the complaint unless it is impracticable to do so. (c) Make a final disposition of the complaint within 1 year after the date it receives the complaint unless it is impracticable to do so. 2. If the Commission determines that it is impracticable to complete an investigation or make a final disposition of a complaint which alleges an unlawful discriminatory practice in housing within the period prescribed in subsection 1, the Commission shall send to the complainant and the person against whom the complaint was filed a statement setting forth its reasons for not completing the investigation or making a final disposition of the complaint within that period.

Nev. Rev. Stat. § 233.170 Complaint alleging unlawful discriminatory practice: Procedure for resolution; effect of settlement, agreement or administrative order; scope of administrative order; judicial order compelling compliance; judicial review of administrative order; limitations on certain administrative actions; certain unlawful employment practices deemed willful. [Effective until the date the Governor declares that the Federal Government has determined that certain provisions of NRS provide rights and remedies for alleged discriminatory housing practices substantially equivalent to federal law.]

1. When a complaint is filed whose allegations if true would support a finding of unlawful practice, the Commission shall determine whether to hold an informal meeting to attempt a settlement of the dispute in accordance with the regulations adopted pursuant to NRS 233.157 . If the Commission determines to hold an informal meeting, the Administrator may, to prepare for the meeting, request from each party any information which is reasonably relevant to the complaint. No further action may be taken if the parties agree to a settlement. 2. If an agreement is not reached at the informal meeting, the Administrator shall determine whether to conduct an investigation into the alleged unlawful practice in accordance with the regulations adopted pursuant to NRS 233.157 . After the investigation, if the Administrator determines that an unlawful practice has occurred, the Administrator shall attempt to mediate between or reconcile the parties. The party against whom a complaint was filed may agree to cease the unlawful practice. If an agreement is reached, no further action may be taken by the complainant or by the Commission. 3. If the attempts at mediation or conciliation fail, the Commission may hold a public hearing on the matter. After the hearing, if the Commission determines that an unlawful practice has occurred, it may: (a) Serve a copy of its findings of fact within 10 calendar days upon any person found to have engaged in the unlawful practice; and (b) Order the person to: (1) Cease and desist from the unlawful practice. The order must include, without limitation, the corrective action the person must take. (2) In cases involving an unlawful employment practice, restore all benefits and rights to which the aggrieved person is entitled, including, but not limited to, rehiring, back pay for a period described in subsection 4, annual leave time, sick leave time or pay, other fringe benefits and seniority, with interest thereon from the date of the Commission’s decision at a rate equal to the prime rate at the largest bank in Nevada, as ascertained by the Commissioner of Financial Institutions, on January 1 or July 1, as the case may be, immediately preceding the date of the Commission’s decision, plus 2 percent. The rate of interest must be adjusted accordingly on each January 1 and July 1 thereafter until the judgment is satisfied. (3) In cases involving an unlawful employment practice relating to discrimination on the basis of sex, pay an amount determined to be appropriate by the Commission for lost wages that would have been earned in the absence of discrimination or other economic damages resulting from the discrimination, including, without limitation, lost payment for overtime, shift differential, cost of living adjustments, merit increases or promotions, or other fringe benefits. (4) In cases involving an unlawful employment practice committed by an employer with 50 or more employees that the Commission determines was willful, pay a civil penalty of: (I) For the first unlawful employment practice that the person has engaged in during the immediately preceding 5 years which the Commission determines was willful, not more than $5,000. (II) For the second unlawful employment practice that the person has engaged in during the immediately preceding 5 years which the Commission determines was willful, not more than $10,000. (III) For the third and any subsequent unlawful employment practice that the person has engaged in during the immediately preceding 5 years which the Commission determines was willful, not more than $15,000. 4. For the purposes of subparagraph (2) of paragraph (b) of subsection 3, the period for back pay must not exceed a period beginning 2 years before the date on which the complaint was filed and ending on the date the Commission issues an order pursuant to paragraph (b) of subsection 3. 5. Before imposing a civil penalty pursuant to subparagraph (4) of paragraph (b) of subsection 3, the Commission must allow the person found to have willfully engaged in an unlawful employment practice 30 days to take corrective action from the date of service of the order pursuant to paragraph (a) of subsection 3. If the person takes such corrective action, the Commission shall not impose the civil penalty. 6. The order of the Commission is a final decision in a contested case for the purpose of judicial review. If the person fails to comply with the Commission’s order, the Commission shall apply to the district court for an order compelling such compliance, but failure or delay on the part of the Commission does not prejudice the right of an aggrieved party to judicial review. The court shall issue the order unless it finds that the Commission’s findings or order are not supported by substantial evidence or are otherwise arbitrary or capricious. If the court upholds the Commission’s order and finds that the person has violated the order by failing to cease and desist from the unlawful practice or to make the payment ordered, the court shall award the aggrieved party actual damages for any economic loss and no more. 7. After the Commission has held a public hearing and rendered a decision, the complainant is barred from proceeding on the same facts and legal theory before any other administrative body or officer. 8. For the purposes of this section, an unlawful employment practice shall be deemed to be willful if a person engages in the practice with knowledge that it is unlawful or with reckless indifference to whether it is lawful or unlawful.

Nev. Rev. Stat. § 233.175 Complaint alleging local elected officer engaged in unlawful employment practice of discrimination: Acceptance by Commission; presentation of certain complaints to district court; imposition of monetary penalties and sanctions.

1. The Commission shall accept a complaint that alleges that a local elected officer has engaged in an unlawful employment practice of discrimination pursuant to Title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e et seq., or NRS 613.330 and take appropriate action. 2. The Commission shall present a complaint to the district court pursuant to NRS 283.440 if the Commission determines after a hearing held pursuant to subsection 3 of NRS 233.170 that a local elected officer has engaged in an unlawful employment practice of discrimination pursuant to Title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e et seq., or NRS 613.330 and that the discriminatory practice that forms the basis of such a complaint is severe or pervasive such that removal from office is an appropriate remedy. In addition to any monetary penalties, the Commission may impose upon the local elected officer any other reasonable sanction, including, without limitation, a requirement to complete a course or training related to the unlawful employment practice of discrimination. 3. Any fine or penalty required to be paid by a local elected officer because such officer was determined to have engaged in an unlawful employment practice of discrimination pursuant to subsection 2 must be assessed against such officer in his or her personal capacity, and may not be paid with public money or contributions received pursuant to chapter 294A of NRS. Except for a fine or a penalty, no damages may be assessed against the local elected officer in his or her personal capacity. 4. As used in this section, “local elected officer” means a person who holds a local government office to which the person was elected.

Nev. Rev. Stat. § 233.180 Injunctive relief.

If, after the Administrator has conducted a preliminary investigation into an alleged unlawful discriminatory practice in housing, employment or public accommodations, the Commission determines that the practice will cause immediate and irreparable harm to any person aggrieved by the practice, the Commission, after the informal meeting and before holding a public hearing upon the matter, may apply on behalf of such person to the district court for a temporary restraining order or preliminary injunction as provided in the Nevada Rules of Civil Procedure.

Nev. Rev. Stat. § 233.190 Confidentiality of information.

1. Except as otherwise provided in this section or NRS 239.0115 , any information gathered by the Commission in the course of its investigation of an alleged unlawful discriminatory practice in housing, employment or public accommodations is confidential. 2. Except as otherwise provided in subsection 5, the Commission may disclose information gathered pursuant to subsection 1 to: (a) Any governmental entity as appropriate or necessary to carry out its duties pursuant to this chapter; or (b) Any other person if the information is provided in a manner which does not include any information that may be used to identify the complainant, the party against whom the unlawful discriminatory practice is alleged or any person who provided information to the Commission during the investigation. 3. Except as otherwise provided in subsection 4, the Commission shall disclose information gathered pursuant to subsection 1 to the complainant and the party against whom the unlawful discriminatory practice is alleged if: (a) Each has consented to such disclosure; or (b) The Commission has determined to conduct a hearing on the matter or apply for a temporary restraining order or an injunction or an action has been filed in court concerning the complaint. 4. The Commission may not disclose to the complainant or the party against whom the unlawful discriminatory practice is alleged: (a) Any information obtained during negotiations for a settlement or attempts at mediating or conciliating the complaint. (b) Any investigative notes or reports made by the Commission. (c) Any information that may be used to identify a person who provided information to the Commission during the investigation and who has requested anonymity. 5. After the filing of a complaint with the Commission, access to information related to the complaint must be limited only to such staff of the Commission as is necessary to carry out the duties of the Commission relating to the complaint. Such staff shall not disclose such information to the other officers and employees of the Department of Employment, Training and Rehabilitation, including, without limitation, supervisors and the Director of the Department, unless the disclosure is necessary to carry out the duties of the Commission relating to the complaint. 6. Except as otherwise provided in this section or NRS 239.0115 , if the Commission’s attempts at mediating or conciliating the cause of the grievance succeed, the information gathered pursuant to subsection 1 must remain confidential. 7. If the Commission proceeds with a hearing or applies for injunctive relief, confidentiality concerning any information, except negotiations for a settlement or attempts at mediating or conciliating the cause of the grievance, is no longer required.

Nev. Rev. Stat. § 233.200 Report to Governor upon completion of hearing; efforts of Commission to bring about compliance with its recommendations.

After the completion of any hearing the Commission shall make a report in writing to the Governor setting forth its findings of fact and recommendations or actions taken pursuant to this chapter. The Commission shall use its best efforts to bring about compliance with its recommendations.

Nev. Rev. Stat. § 233.205 Differential pricing, discounted pricing or special offers based on gender do not constitute unlawful discriminatory practice in public accommodations.

Notwithstanding any provision of this chapter, it is not an unlawful discriminatory practice in public accommodations for any place of public accommodation to offer differential pricing, discounted pricing or special offers based on sex to promote or market the place of public accommodation.

Nev. Rev. Stat. § 233.207 Authority of employers to enforce health and safety requirements notwithstanding protections for hair texture and protective hairstyles.

Notwithstanding the protections in this chapter for hair texture and protective hairstyles, an employer may enforce health and safety requirements set forth in federal or state law.

Nev. Rev. Stat. § 233.208 Authority of place of public accommodation to enforce certain laws, regulations or ordinances that prohibit minors from entering or remaining on certain premises.

Notwithstanding any provision of this chapter, it is not an unlawful discriminatory practice in public accommodations for any place of public accommodation to enforce a federal or state law or regulation or local law or ordinance that prohibits a minor from entering or remaining on its premises or certain areas of its premises.

Nev. Rev. Stat. § 233.210 Penalty for willful interference with performance of duties by Commission.

Any person who willfully resists, prevents, impedes or interferes with the Commission, its members, the Administrator or agents in the performance of duties pursuant to this chapter shall be fined not more than $500.

Nev. Rev. Stat. § 233.220 Deposit of penalties and fines; claims for attorney’s fees and costs of investigation.

1. All penalties and fines imposed by the Commission pursuant to NRS 233.170 and 233.210 must be deposited with the State Treasurer for credit to the State General Fund. 2. If the money collected from the imposition of any penalty and fine is deposited in the State General Fund pursuant to subsection 1, the Commission may present a claim to the State Board of Examiners for recommendation to the Interim Finance Committee if money is required to pay attorney’s fees or the costs of an investigation, or both.
Source: NV Statutes (Official Site)URL: https://www.leg.state.nv.us/nrs/NRS-233.htmlFetched: 10/4/2026

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