AB 356 requires Nevada's Governor to include in the state budget any salary amounts agreed upon in collective bargaining agreements for state employees, unless impracticable, in which case a justification report must be submitted with the budget. It shortens negotiation deadlines (starting by April 1 instead of October 1 in even years), adjusts mediator request timelines, and moves arbitration decisions to September and December (from February and March). The bill also advances the Economic Forum's revenue report deadline from December 3 to November 15 each even year. These changes directly affect state employees covered by collective bargaining agreements and the Governor's budget process.
SB 161 revises Nevada's collective bargaining rules for school districts and teachers' unions. It creates new timelines for binding arbitration when teacher contract negotiations stall: either 75 days before school starts (if no agreement exists) or after an expired contract. The bill also prohibits school districts from requiring teachers to work more hours than specified in an expired contract. Additionally, it changes strike rules by removing penalties for individual teachers during disputes and excluding teachers from existing requirements like written no-strike pledges. These changes apply specifically to teachers represented by employee organizations in Nevada school districts.
AB 224-82 authorizes collective bargaining for professional employees working at state professional employers, such as the Board of Regents of the University of Nevada (which employs 400+ professional staff), and defines "professional employees" as those in unclassified roles or paid outside standard classified service pay plans. The bill establishes procedures for forming bargaining units, designating exclusive representatives, and requiring negotiations to begin within 60 days of notice, while allowing dues to be withheld from pay with written employee consent. It expands the Government Employee-Management Relations Board's role to resolve disputes and mandates annual reporting from employers and organizations. These changes create a formal framework for collective bargaining that previously did not apply to these state employees.
This bill (IP 1) removes strike prohibitions for certain licensed Nevada teachers and educational staff. It specifically applies to:
1) Teachers spending ≥50% of their time instructing students,
2) Instructional support staff (like librarians) not in supervision roles, and
3) School counselors/nurses spending ≥50% of time on student support.
The law changes existing rules to allow these employees to strike, which was previously banned under Nevada law for public-sector workers. It directly affects school districts, teachers, and their unions in Nevada.
SB 211 allows specific state employees - including category I, II, and III peace officers, firefighters, and certain supervisory staff - to collectively bargain about leaving Nevada’s Public Employees’ Benefits Program for alternative life, accident, or health insurance. Currently, these groups cannot negotiate such changes without Board approval, but this bill removes that requirement. The law amends collective bargaining rules to explicitly permit these negotiations as part of mandatory bargaining discussions. It directly affects public safety workers covered under the bill’s defined categories, enabling them to seek alternative insurance plans through their labor representatives. The bill does not change the benefits program itself but alters the process for certain employees to opt out.
AB 390 establishes the right for task workers (e.g., app-based gig workers) to form unions and collectively bargain with task delivery platforms like Uber or TaskRabbit. It requires platforms to pay at least minimum wage per hour, provide quarterly reports to the Labor Relations Board, and negotiate terms like pay and hours. The bill renames the Government Employee-Management Relations Board to the Labor Relations Board to handle these cases and sets up procedures for union certification, bargaining, and dispute resolution. These changes directly affect task workers, platforms, and the Board’s administrative processes.
AB 596 allocates specific state funds to pay retention incentives and cover costs for annual leave cash-outs and tool allowances for certain Nevada state employees covered by collective bargaining agreements. It directs $4.9 million (FY2025-26) and $5.1 million (FY2026-27) from the State General Fund, plus smaller amounts from the Highway Fund, for employees represented under bargaining units defined in NRS 288.515 (paragraphs a, e, f), excluding Nevada System of Higher Education staff in some categories. The bill caps annual retention payments at $1,000 per employee per fiscal year for these covered positions, with funds required to be spent by specific deadlines (June 30, 2027, for commitments and September 17, 2027, for spending). This legislation directly affects state workers in designated bargaining units across various agencies, ensuring funding for negotiated benefits while maintaining fiscal accountability.
AB 191 authorizes collective bargaining for professional employees of state professional employers (such as the Board of Regents of the University of Nevada with 400+ professional staff) who are in unclassified service or paid outside standard classified pay plans. It establishes new procedures for recognizing professional organizations as exclusive bargaining representatives, requires state employers to negotiate within 60 days of notice, and allows salary deductions for union dues. The bill also grants professional employees the right to representation during disciplinary actions and mandates annual reporting to the Government Employee-Management Relations Board. This directly affects state professional employers and their employees, creating a structured framework for collective bargaining previously limited to other state employee groups.
AB 172 requires school districts to provide unions representing public employees with the contact details (name, address, email, phone, work location) of all employees in their bargaining units twice yearly (January 1 and July 1), unless an employee opts out in writing. If an employee opts out, the school district must not share their information with the union but must still provide it to the Government Employee-Management Relations Board upon request. The bill also adds parking and transportation issues to mandatory topics for collective bargaining between state government and classified employees. All shared employee information is kept confidential and excluded from public records.
SB 319-82 amends Nevada law to expand the definition of "employee" for collective bargaining purposes to include category I, II, and III peace officers working in the unclassified service of the state. This directly affects those peace officers, who previously could not participate in collective bargaining under the existing definition. The bill revises NRS 288.425 to add a new subsection (b) specifying that such peace officers qualify as "employees" under the law. The change allows these officers to join unions and negotiate terms like pay and working conditions, aligning their status with other state employees covered by collective bargaining. The law does not alter pay structures but extends bargaining rights to this specific group of public safety workers.
