AB 440 revises medical testing requirements for police officers, firefighters (including volunteer and salaried), and arson investigators after their employment ends. It changes tuberculosis testing to occur within 30 days and at 3 months post-termination (instead of at termination and 3 months) and adjusts other contagious disease testing (like hepatitis and HIV) to 30 days and 4-6 months after termination (replacing the prior 6 and 12 months schedule). The bill requires all blood tests for hepatitis and related diseases to align with the latest CDC or American Medical Association guidelines. The former employer must cover all costs for these mandated tests.
AB 298 requires every public school in Nevada, including charter schools, to employ a full-time school counselor and develop a comprehensive counseling program. This replaces the previous law that allowed schools to skip these requirements if funding was unavailable. The bill removes the phrase "to the extent that money is available" from Nevada Revised Statute 388.055, making counselor staffing mandatory regardless of budget constraints. It also updates related provisions about school safety teams and trauma response teams to align with the new mandatory counselor requirement. The law takes effect July 1, 2025.
AB 170 creates new limited licenses for "associate physicians" and "associate osteopathic physicians" in Nevada, directly affecting recent medical school graduates who have completed at least one year of residency but lack full licensure. The bill establishes strict supervision requirements: associates must practice under a licensed physician's oversight via a formal agreement, with supervisors required to be on-site for the first 30 days and always available in counties under 100,000 population. Associates may prescribe certain controlled substances under defined conditions and must be billed as physician assistants for services. The law clarifies that associates operate under distinct rules from standard physicians, with supervision limits (max three associates per supervisor) and specific billing, notification, and malpractice insurance provisions.
AB 229 revises Nevada's mail ballot rules to extend deadlines and improve accessibility. It requires mail ballots to be postmarked by the last day of early voting (not election day) and received by election officials before polls close on election day. The bill mandates that counties and cities establish secure ballot drop boxes at all polling places during early voting and election day, with specific security and accessibility requirements. This directly affects mail-in voters, election officials, and individuals authorized to return ballots on behalf of others, while adding penalties for obstructing ballot returns. The changes aim to modernize mail ballot processing without altering vote counting procedures.
AB 5 (correctly titled as a film industry tax credit bill, not a solar contractor bill) creates film infrastructure tax credits for productions at the Summerlin Production Studios Project in Nevada. It allows production companies to claim 30% of qualified spending (like local labor, equipment rentals, and wages for Nevada residents) as tax credits against business, insurance, or gaming taxes, with requirements for hiring Nevada residents and underrepresented groups. The bill limits annual credits to $95 million and expires for applications after 2043, while also increasing non-infrastructure film tax credits from 15% to 30% for similar productions. It additionally directs certain local taxes to fund prekindergarten programs in Clark County. This bill directly affects film production companies operating at Summerlin Studios and Nevada-based vendors.
AB 275 modifies Nevada's criminal procedure laws to allow police officers or authorized personnel to legally intercept, listen to, or record wire, electronic, or oral communications **solely for investigating sexual offenses against children**. It defines "sexual offense against a child" to include specific crimes like incest, lewdness with minors, sexual assault, and statutory seduction (NRS 201.180, 201.230, 200.366, etc.), and requires that such interceptions be done under police direction for that limited purpose only. The bill also clarifies that a child or their parent/guardian must consent to the interception when involving minors. This change directly affects law enforcement conducting child sexual offense investigations and sets clear legal boundaries for communication monitoring in these cases.
AB 252 creates a new Office of Ombudsman for Legislative Employees within Nevada's Legislative Counsel Bureau. This office directly assists state legislators' staff by helping them understand workplace rights, mediating conflicts (including equity issues), and providing information about support services - all while strictly protecting employee confidentiality. The bill requires the Legislative Commission to appoint an ombudsman who cannot serve as Deputy Director or disclose employee identities without permission. It also prohibits the ombudsman from lobbying or opposing legislation, ensuring neutrality in workplace support.
AB 178 revises Nevada's mail ballot procedures to improve efficiency and clarity for voters and election officials. It requires county/city clerks and the Secretary of State to establish clear procedures informing voters about mail ballot requirements (including return deadlines and signature cure processes), provide training for election staff on processing mail ballots, and submit post-election reports to the Secretary of State. Key changes include extending the deadline for returning mail ballots to "close of business" (instead of 5 p.m. on day four) and shortening the deadline for curing signature defects from six days to three days after an election. These provisions directly affect registered mail ballot voters, county/city clerks, election board officers, and the Secretary of State, with new reporting requirements for all election jurisdictions.
AB 424 modernizes Nevada’s parentage laws by adopting the Uniform Parentage Act, replacing outdated rules with gender-neutral language to clarify legal parent-child relationships. It allows parents to voluntarily acknowledge or deny parentage without fees (filed with the State Registrar), making such acknowledgments legally binding unless rescinded. The bill also grants gestational carriers (those carrying a child for others) full health care decision-making rights during pregnancy and permits courts to recognize more than two parents in specific cases. Additionally, it standardizes genetic testing procedures in parentage disputes and prohibits unauthorized sharing of genetic test results.
AB 408 replaces Nevada’s current mail-based victim notification system with a new automated system managed by the Department of Corrections. It requires this system to notify registered crime victims via phone or text about eight specific events, including offender releases, parole hearings, clemency meetings, escapes, and residential confinement changes. The bill eliminates all existing requirements for agencies to send mail notifications about these events, shifting all communication to the automated system. This change directly affects crime victims who register with the new system to receive timely updates about offenders they are following.
AB 400 allows Nevada law enforcement agencies to require applicants for positions involving firearm possession to attest in writing about their cannabis use during the 12 months before applying. It specifically affects job seekers for roles where carrying a firearm is authorized or required, such as patrol officers. The bill amends existing law by permitting this disclosure (previously prohibited for all applicants) but does not apply to positions without firearm requirements. It does not change policies for ongoing employment or post-application cannabis use. The change applies to both medical and adult cannabis use as defined in the bill.
AB 255 prohibits private employers in Nevada from including clauses in employment or service contracts that require workers (employees or independent contractors) to pay back money if they leave before a set period - covering any "reimbursement," "training costs," or similar fees. It bans employers from requesting, requiring, enforcing, or seeking waivers of such clauses, and makes these provisions void and unenforceable. Workers can sue for actual damages, $5,000 per violation, and attorney fees, while the Labor Commissioner or Attorney General can impose fines up to $5,000 per violation. The law applies to all contracts entered into before, on, or after October 1, 2025, with an exception for repayment of cash advances or prepayments.
