HR Reference Guide

COLLECTIVE BARGAINING AGREEMENTS

As of July 1, 2021, some State employees are covered under Collective Bargaining Agreements (CBA), see the Division of Human Resource Management, Labor Relations Unit page for more information.  If you are in a job classification currently covered under a CBA, some of the terms and benefits of your employment may be different than the provisions outlined on this page. Please consult your CBA or agency's human resource for further information.

ANNUAL (LEAVE)

Accrued paid time off for which an employee is not required to provide a reason.

Click on below headings for more information on this topic

WHEN?

Annual leave is approved based on the:

  • Needs of the agency; and
  • Seniority of employees with conflicting requests.
    • Consult your agency's seniority policy or human resources representative for information on how your agency determines seniority.

In most circumstances, annual leave must be pre-approved.  Contact your agency's human resource representative for additional information.



EXEMPT EMPLOYEES

Exempt employees must take annual leave in full day increments except when taking Family and Medical Leave Act (FMLA) protected leave.

PART-TIME EMPLOYEES

Part-time employees accrue a prorated amount of annual leave based on full-time equivalent service.

DOMESTIC VIOLENCE

An employee who has 90 days of employment with the State is entitled to not more than 160 hours of leave (potentially including sick leave, leave without pay, and/or compensatory time) in one 12-month period beginning on the date of the act of domestic violence if an employee is a victim of an act of domestic violence or his or her family or household member is a victim of domestic violence.
An employee may take leave related to an act of domestic violence to:
  • Obtain a diagnosis, care or treatment of a related health condition;
  • Obtain counseling or assistance;
  • Participation in any related court proceedings; or
  • Establish a safety plan.


APPROVING/REJECTING LEAVE

Technical (step-by-step) guide: See the NEATS Timekeeping Module procedure (01.30.10) and NEATS tutorials.

When determining whether to APPROVE or REJECT a leave request or leave entry on a timesheet, consider the following factors:

  • Does the employee have sufficient accrued leave of the type being requested?
  • Do the notes (yellow sticky note image link on the timesheet) agree with the hours requested and information entered in the Additional Description: field?
  • Will your work group have sufficient coverage of key duties during the period the employee has requested leave?
  • Will you be violating any regulations or policies by approving or rejecting the leave?

See your agency's policies, procedures or regulations for any agency specific processes (e.g., required hard copy form).  See the NEATS Handbook for applicable payroll code(s).



OTHER

Annual leave cannot be taken in the first six months of employment with the State.

Annual leave requests must be approved or denied before the date of the requested leave or within 15 days of the request, whichever is sooner.

An employee may not be prevented from using at least five consecutive days in a calendar year.

In most cases, compensatory time should be used before annual leave; unless use of compensatory time would result in excess annual leave at the end of the calendar year.

See the State of Nevada Employee Handbook for information on annual leave accrual, excess annual leave and payment upon termination.



ADDITIONAL RESOURCES



ASSOCIATED TOPICS

Abuse of Leave - Perceived

Americans with Disabilities Act (Accommodation)

Compensatory Time

Domestic Violence (Accommodation)

Family and Medical Leave Act (FMLA)

Leave Without Pay

Sick (Leave)

Workplace Injury/Illness