Cast & Crew
MyCast&Crew
Login
  • Products

      Accounting and Financial

    • PSL+

      AP payment software that optimizes production accounting.

    • DPO

      Digital solution to manage and optimize purchase orders.​

      Content and Collaboration

    • Studio+

      Digital production document and asset management solution.

    • Final Draft

      Head over to Final Draft to check out the industry standard in screenwriting software.

      Payroll and Human Resources

    • MyCast&Crew

      Help your crews manage their personal and payroll-related materials through one secure hub​​.

    • Start+

      Digital onboarding solution to get your crew started.

    • Hours+

      Digital timecard solution to pay your crew.​​

      Metrics and Insights

    • Reporting+

      Self-service tool that interprets and visualizes your production data.

    • Data+

      An integration to receive your production's raw data.

  • Services
    • Payroll

      Secure, full-service payroll—personalized to your production.​

    • Financial Services

      An overview of your production's health.

    • Residuals

      Fast and accurate payments.​

    • Workers’ Compensation

      Insurance and resources.​

    • Incentives Guide

      A comprehensive breakdown of all available film incentives.

    • Incentives Map

      Compare shoot location options.

    • Resources

      • Open Health

        Healthcare resources designed for non-union employees.​

  • Support and Forms
    • Resource Library

      Tax forms, documents, and more information.​

    • Self-Service Help Center

      Help articles, FAQ, videos, and more.

    • Contact Us

      Emails, phone numbers, and office locations.​

  • Training
    • EDGE

      Register for online training​ and improve your workflow.​

  • About
    • Who We Are
    • Our Companies
      • Backstage

        A one-stop-shop for creators to fully staff their projects.​

      • Canada

        Learn about our solutions in Canada.​

      • CAPS

        Solutions for live events and commercials.​

      • Checks & Balances

        Solutions for live theater payroll.

      • Final Draft

        Solutions for scriptwriting.​

      • Media Services

        Solutions for specialty films and content.​

      • Sargent-Disc

        Solutions for payroll and accounting in the U.K.​

      • The TEAM Companies

        Solutions for live events, advertising, and talent.​

    • Leadership
    • Careers
  • Blog
MyCast&Crew
Login
cc-logo
MyCast&Crew Sign In Contact Us
Menu
Close Menu
  • Open Health
  • Support
  • Forms and Resources
  • Home
  • Industry News
  • Labor & Compliance
  • Industry Insights
  • COVID-19 News
  • News and Culture
  • Spotlight

© 2022 Cast & Crew

  • LinkedIn
  • Facebook
  • Twitter
< Back to Homepage
BLOG | LABOR & COMPLIANCE

Pregnant Workers' Fairness Act in Nevada FAQ

Cast & Crew
| Sep 29, 2017
← Back to blog

September 29, 2017

Effective October 1, 2017, the Nevada Pregnant Workers’ Fairness Act (the “Act”) requires covered employers to provide reasonable accommodations to their female employees for issues relating to pregnancy, childbirth and other related medical conditions.

What employers are covered under this new law?

Any Nevada employer with 15 or more employees, except contractors licensed under Chapter 624 of the Nevada Revised Statutes who are partially exempt.

What is included in “conditions relating to pregnancy, childbirth, or a related medical condition?”

The list of conditions includes, but is not limited to: a physical or mental condition essential to pregnancy or childbirth; lactation-related medical conditions; pregnancy-induced hypertension; and post-partum depression.

What practices are unlawful?

  1. Under the law, employers are prohibited from:
  2. Refusing to provide reasonable accommodation to a female employee for a condition relating to pregnancy, childbirth, or a related medical condition, unless such accommodation would impose an undue hardship on the employer;
  3. Taking adverse action against a female employee who requests or uses reasonable accommodation;
  4. Denying an employment opportunity to an otherwise qualified female employee solely based on the employee’s requestor use of reasonable accommodation;
  5. Requiring a female employee to accept an accommodation she did not request or choose; and
  6. Requiring a female employee to take a leave of absence from employment if there is reasonable accommodation available that would allow the employee to continue work.

What are some examples of reasonable accommodations?

  • Modifying equipment
  • Revising break schedules
  • Providing space other than a restroom for the expression of milk
  • Providing assistance with manual labor
  • Allowing light duty
  • Allowing a temporary transfer to a less strenuous or hazardous position

What if an employee requests an accommodation that presents an undue hardship on the employer?

It is up to the employer to prove that there is undue hardship on the employer’s business that justifies denying an employee reasonable accommodation. Strictly speaking, if a requested accommodation is reasonable, the employer must accept it.

What notifications are required from the employer?

Employers must provide notice for employees of their rights under the Act. The notice must inform employees that they have the right to be free from discriminatory or unlawful employment practices pursuant to the Act. Employers must present this notice upon commencement of employment for new employees. When an employee notifies her employer that she is pregnant, the employer has 10 days to provide another notice to the employee of her rights under the Act. Finally, employers are required to post a notice of these rights in a conspicuous place at the place of business, in an area easily accessible to its employees.

A sample of the notice can be found here.

For further information, please contact LaborCompliance@castandcrew.com.

—

The proceeding information is provided for informational purposes only, should not be construed as or relied upon as legal advice and is subject to change without notice. If you have questions concerning particular situations, specific payroll administration or labor relations issues, please contact your counsel.

Tags: Labor & Compliance

We're here to help! Visit our Help Center for answers to your questions.

Visit Help Center →

Share This Post

Related Posts You’ll Love

LABOR & COMPLIANCE

Freelance Isn't Free Act in New York City FAQ

  • 4 Minute Read
  • 06/12/2017
LABOR & COMPLIANCE

Paid Family Leave in New York, San Francisco and District of Columbia Fact Sheet

  • 7 Minute Read
  • 08/09/2017
LABOR & COMPLIANCE

Daylight Saving Time and FLSA Requirements

  • 1 Minute Read
  • 11/02/2017
illustration-support

Join our mailing list to get the latest insights and news!

  • Products

      Accounting and Financial

    • PSL+
    • DPO
    • Payroll and Human Resources

    • MyCast&Crew
    • Start+
    • Hours+
    • Content and Collaboration

    • Studio+
    • Final Draft
    • Metrics and Insights

    • Reporting+
    • Data+
  • Services

    • Payroll
    • Financial Services
    • Residuals
    • Workers’ Compensation
    • Incentives Guide
    • Incentives Map
  • Support and Forms

    • Resource Library
    • Self-Service Help Center
    • Contact Us
  • Our Companies

    • Canada
    • CAPS
    • Backstage
    • Checks & Balances
    • Final Draft
    • Media Services
    • Sargent-Disc
    • The TEAM Companies
  • Training

    • EDGE
  • About Us

    • Who We Are
    • Leadership
    • Careers
    • Diversity, Equity, and Inclusion
  • Resources

    • Open Health
  • Blog

© 2025 Cast & Crew LLC.
All rights reserved.

Cast & Crew and its associated logos are trademarks of Cast & Crew, LLC in the United States and/or other countries. All other trademarks are the property of their respective owners.

Privacy Policy | Terms of Use

2300 Empire Avenue I Burbank, CA 91504
  • LinkedIn
  • X
  • Facebook