HR Reference Guide


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.


Paid time off due to the medical related issues of an employee or an employee's immediate family members.

Click on below headings for more information on this topic


Personal - Employee is:

  • Unable to perform his or her job duties because of sickness, injury or being physically incapacitated due to a medical condition;
  • Physically incapacitated due to pregnancy or childbirth;
  • Quarantined;
  • Receiving required medical, psychological, optometric or dental service or examination; or
  • Receiving counseling through an Employee Assistance Program (EAP) for a medical or psychological condition.

Family Sick - Employee is:

Death - Employee has a death of an immediate family member.


When an employee calls in "sick":

  • Ask (if the employee does not volunteer):
  • Arrange for coverage of the employee's critical duties/responsibilities
  • Determine whether the employee followed the agency's call-in procedure (e.g., within the allowable time period, contacted the employee's supervisor, spoke to the supervisor instead of leaving a voicemail, provided necessary information)
  • Document in writing


Contact agency human resources, if:

  • You see a pattern in an employee's leave usage (e.g., calling in "sick" every Monday for three months)
  • An employee has violated the agency's call-in procedure;
  • An employee is running out of accrued sick leave;
  • An employee has been incapacitated for more than three calendar days and has mentioned seeing a health care provider;
  • An employee or an employee's spouse, son, daughter or parent is in the hospital overnight;
  • An employee is caring for a son, daughter, parent or spouse who is incapacitated for more than three calendar days and has mentioned that the family member has seen a health care provider; or
  • An employee is caring for a family member in the military.


Exempt employees must take sick leave in full day increments (if smaller, do not report) except when taking Family and Medical Leave (FMLA) protected leave.


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


An employee who has 90 days of employment with the State is entitled to not more than 160 hours of leave (potentially including annual 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;
  • Participate in any related court proceedings; or
  • Establish a safety plan.


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 a leave entry on a timesheet, consider the following factors:

  • Does the employee have sufficient accrued leave of the type being requested?
  • Is the reason stated for the leave an authorized use of that type of leave (in statute, regulation or policy)?
  • 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 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).


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

Sick leave may be used immediately upon hire for a qualifying event.