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If you are a full-time nonexempt employee, you may be entitled to eight hours of holiday pay. (Under certain circumstances, an employee may earn additional holiday pay). To qualify, you must be in “paid status” for a portion of your scheduled shift before the holiday. As a part-time nonexempt employee, you may qualify for holiday pay if the holiday falls on your scheduled workday and you were in “paid status” during any portion of your shift immediately preceding the holiday. If this is the case, you will be paid the equivalent amount you would have been paid if there had not been a holiday. Check with your supervisor or personnel representative if you have a question regarding eligibility for pay. (NRS 236.015 and NAC 284.0742)

If you are a full-time nonexempt employee and your day off coincides with a legal holiday, your appointing authority may adjust your work schedule for the week, credit your account with eight hours of compensatory time at the straight-time rate, or pay you for the holiday.

Exempt employees receive their regular salary during a week in which a holiday occurs, regardless of whether they work or have the day off.

The State of Nevada and the ÐÔ°®ÎåÉ«Ìì, Reno offer 12 paid holidays. The following dates are paid holidays for all State of Nevada employees:

• January 1: New Year's Day
• Third Monday in January: Martin Luther King Day
• Third Monday in February: Washington's Birthday
• Last Monday in May: Memorial Day
• June 19: Juneteenth
• July 4: Independence Day
• First Monday in September: Labor Day
• Last Friday in October: Nevada Day
• November 11: Veterans' Day
• Fourth Thursday in November: Thanksgiving Day
• Friday following the Fourth Thursday in November: Family Day
• December 25: Christmas Day

If January 1, June 19, July 4, November 11, or December 25 falls upon a:

1. Sunday, the Monday following must be observed as a legal holiday.
2. Saturday, the Friday preceding must be observed as a legal holiday.

See .

Annual leave with pay will be accrued at 1 ¼ working days per full month of continuous service. Part-time postdoctoral fellows shall be granted a pro-rata amount of annual leave. Annual leave may be accumulated up to a maximum of 15 work days at the last day of each month. Earned annual leave shall be taken at a time approved or directed by the supervisor.

Will begin with 15 days upon hire. After 12 months from the hire date, will accrue at the rate of 1 ¼ working days per month, and will be added to any remaining balance of unused sick leave. Part-time postdoctoral fellows shall be granted a pro-rata amount of sick leave.

The maximum amount of sick leave that can be accrued is 15 days. Any unused sick leave may be carried forward from year to year. Sick leave may not exceed 15 work days at the last day of each month.

Annual time | The maximum amount of annual leave that can be accrued is 15 days. Any unused annual may be carried forward from year to year. Annual leave may not exceed 15 work days at the last day of each month.

Sick time | The maximum amount of sick leave that can be accrued is 15 days. Any unused sick leave may be carried forward from year to year. Sick leave may not exceed 15 work days at the last day of each month.

Postdoctoral fellows shall not be paid for any unused annual leave upon termination of employment.

The Family and Medical Leave Act (FMLA) of 1993 entitles eligible employees to take up to 12 workweeks of unpaid, job-protected leave in a "rolling" 12-month period for specified family and medical reasons.  See .

Eligibility

Must have worked:

• For the State of Nevada for 12 months or more (need not be continuous); and
• At least 1,250 hours over the previous 12 months (all hours in "paid status" are used for calculation purposes).

Qualifying events include:

• The birth of a child, or to care for the newborn;
• Placement of a child with you for adoption or foster care, or to care for a child after placement;
• Care for a spouse, child, or parent who has a serious health condition; 
• Serious health condition that makes you unable to perform your job; or
• Qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent.

My pay and benefits

• FMLA leave runs concurrently with the use of eligible employee’s paid time off accruals (i.e., sick time, annual time, compensatory time).
• FMLA leave will be unpaid if the employee is not eligible for accrued time off.
• Group health insurance coverage will be maintained during FMLA leave. If you normally pay a portion of the premiums for coverage or have dependent coverage, these payments continue to be your responsibility.
• Upon return from leave, you must be restored to your job, or to an equivalent job with equivalent pay, benefits, and other terms and conditions (unless you would not otherwise have been employed in such a job). (NAC 284.5231 through 284.5239, 284.558, 284.566, 284.581 through 284.5813)

How to Apply

FMLA requests for the ÐÔ°®ÎåÉ«Ìì, Reno are initiated through Workday. The leave request can be initiated through the Time Off Worklet under Request and Leave of Absence. Once the request is submitted, the required medical certification will be delivered to the employee’s Workday inbox. The medical certification is to be printed and provided to the treating medical provider. Upon completion, the medical certification is to be uploaded into the employee’s Workday inbox task for final submission. Medical certification is due within 15 days of the initial request for FMLA.

Employees who are members of Federal Reserve forces or the Nevada National Guard are entitled to serve without loss of regular compensation for a period not to exceed 15 working days in any calendar year. Additional military leave may be granted for periods in excess of 15 working days.

See , Title 4, Chapter 3, Section 20.

Civil leave with pay will also be granted for the following reasons:

• If you meet the conditions of NRS 293.463 and need time off to vote;
• If you meet the conditions of NRS 284.357 as a volunteer firefighter, emergency medical technician, volunteer ambulance driver or attendant, or reserve member of a police department or a sheriff's department;
• If your absence from the job is necessary to meet a disaster or emergency and it is approved by your appointing authority. (NAC 284.587)
• If you are required to perform active military service during your employment with the State of Nevada, you will be granted a leave of absence for the period of your military service plus a period up to 90 days. If your gross State pay is more than your gross military pay, you will be eligible to receive differential pay to supplement your military pay. If you serve less than 90 days of active military service, you will be restored to your same position, at the grade and step you would have held had you not served in the military. If you serve longer than 90 days, you must be reemployed in your former position or a comparable position having seniority and pay equal to that which you would have held had you not served in the military. (NRS 281.145, NRS 284.359)