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.


Sexual harassment means unwelcome advances, requests for sexual favors or any conduct of a sexual nature when:

  • Submission to or rejection of such speech or conduct is made, either explicitly or implicitly, a term or condition of employment;
  • Submission to or rejection of such speech or conduct is used as the basis for employment decisions affecting the employee; or
  • Such speech or conduct has the purpose or effect of unreasonably interfering with an employee's work performance or creating an intimidating, hostile or offensive working environment.

Sexual harassment is unlawful under federal and State laws.

Click on below headings for more information on this topic


If an employee reports sexual harassment to a representative of the employer (e.g., supervisor, manager, human resources), he or she must report the incident.

If an employee experiences or witnesses sexual harassment it may be reported:

  • By contacting the agency coordinator;
  • Filing a claim in NEATS; or
  • Reporting it on the Sex- or Gender-Based Harassment and Discrimination Hotline at (800) 767-7381.

Additionally, employees are entitled to file a complaint with the Equal Employment Opportunity Commission, the Nevada Equal Rights Commission or consult with an attorney or labor representative.


The State's policy prohibits retaliation against employees who file a harassment and/or discrimination complaint, participate in a harassment and/or discrimination complaint of another employee or oppose harassment and/or discriminatory practices.  Any employee bringing a complaint or assisting in an investigation of a complaint will not be adversely affected in terms and conditions of employment nor discriminated against or discharged because of the complaint.