Las Vegas Employment Lawyer
The Las Vegas economy runs on workers. Dealers shuffle cards through the night. Housekeepers clean thousands of hotel rooms before noon. Servers handle demanding tourists through double shifts. Construction crews build in triple-digit heat. Behind the glittering facade of the Entertainment Capital, working people keep everything running. When employers violate these workers’ rights, a Las Vegas employment lawyer at Lobo Law stands ready to fight back. We treat our clients like family and pursue justice against employers who think they can get away with illegal conduct because their workers do not know their rights or cannot afford an attorney.
Employment law covers a wide range of workplace issues. Discrimination based on protected characteristics. Retaliation against workers who report violations or exercise their rights. Wrongful termination that violates law or public policy. Hostile work environments that make jobs unbearable. Wage theft and unpaid overtime. Sexual harassment. Each area involves specific legal requirements and potential remedies that require experienced handling.
Nevada Employment Law Framework
Both federal and Nevada state laws protect workers from employer misconduct. Title VII of the Civil Rights Act prohibits discrimination based on race, color, religion, sex, and national origin. The Americans with Disabilities Act protects workers with disabilities and requires reasonable accommodations. The Age Discrimination in Employment Act covers workers over 40. The Family and Medical Leave Act provides job-protected leave for qualifying conditions.
Nevada law adds additional protections. Nevada Revised Statutes Chapter 613 prohibits discrimination based on race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, and national origin. Nevada law also prohibits retaliation against workers who report safety violations, refuse to participate in illegal activities, or exercise other protected rights.
The Nevada Equal Rights Commission investigates discrimination complaints under state law. The federal Equal Employment Opportunity Commission handles complaints under federal law. Filing with one agency often cross-files with the other.
At-Will Employment and Its Limits
Nevada follows the at-will employment doctrine, meaning employers can generally terminate employees for any reason or no reason, and employees can quit at any time. This basic rule leads many workers to believe they have no recourse when fired unfairly. That belief is often wrong.
At-will employment has significant exceptions. Employers cannot fire workers for discriminatory reasons based on protected characteristics. Employers cannot fire workers in retaliation for protected activities. Employers cannot fire workers in violation of public policy, such as terminating someone for refusing to commit illegal acts.
Employment contracts can modify the at-will relationship. Union contracts typically require just cause for termination. Written employment agreements may specify terms and conditions that limit termination.
Workplace Discrimination in Las Vegas
Discrimination occurs when employers make job decisions based on protected characteristics rather than qualifications and performance. Hiring, firing, promotions, pay, assignments, and other terms of employment must be based on legitimate business reasons.
The Las Vegas workforce is remarkably diverse. Workers come from around the world to staff the hospitality industry. Multiple languages are spoken on casino floors and in hotel back-of-house areas. This diversity should be a strength, but it also creates opportunities for discrimination when supervisors or company policies treat workers differently based on where they come from, what they look like, or what language they speak.
Discrimination is not always obvious. Direct evidence like explicitly discriminatory statements is rare. More often, discrimination must be inferred from patterns of treatment, statistical disparities, or circumstantial evidence showing that stated reasons for adverse actions are pretextual.
Common Types of Employment Claims
Sexual harassment claims address unwelcome conduct of a sexual nature that affects employment. Quid pro quo harassment involves conditioning job benefits on sexual favors. Hostile work environment harassment involves conduct severe or pervasive enough to create an abusive working environment.
Race and national origin discrimination remains prevalent despite decades of legal prohibition. Workers face discrimination in hiring, face racial slurs and stereotyping on the job, and are passed over for promotions in favor of less qualified workers of different backgrounds.
Disability discrimination occurs when employers fail to provide reasonable accommodations or make adverse decisions based on disability rather than ability to perform job functions.
Age discrimination targets workers over 40, who may be viewed as more expensive, less adaptable, or simply less desirable than younger workers.
Religious discrimination includes failure to accommodate religious practices as well as adverse treatment based on religion or perceived religion.
Las Vegas Employment Lawyer FAQs
How long do I have to file an employment claim?
Deadlines vary depending on the type of claim. EEOC charges generally must be filed within 180 or 300 days depending on the circumstances. Nevada Equal Rights Commission complaints have separate deadlines. These deadlines are strictly enforced, making prompt consultation with an attorney essential.
Can I be fired for complaining about my employer?
It depends on what you complained about. Complaints about illegal conduct, discrimination, safety violations, and certain other matters are protected activities, and retaliation for such complaints is unlawful. General complaints about management style typically are not protected.
What damages can I recover in an employment case?
Available damages vary by claim type but may include back pay, front pay, compensatory damages for emotional distress, punitive damages in some cases, and attorney fees.
What if I signed an arbitration agreement?
Many employers require arbitration agreements as a condition of employment. These agreements may require claims to be resolved through private arbitration rather than court. However, not all arbitration agreements are enforceable. Lobo Law reviews arbitration agreements to determine their effect on potential claims.
Serving Workers Throughout Las Vegas
Lobo Law represents employees from workplaces across the Las Vegas valley and surrounding areas.
- Strip Casino and Hotel Workers
- Downtown Las Vegas Employees
- Convention and Trade Show Workers
- Restaurant and Hospitality Staff
- Healthcare Workers
- Retail Employees
- Construction Workers
- Transportation Workers
- Government Employees
- Office and Professional Staff
- Warehouse and Distribution Workers
- Entertainment Industry Workers
Contact a Las Vegas Worker Rights Attorney
Employers have human resources departments, corporate counsel, and outside law firms defending their interests. Workers facing discrimination, retaliation, or wrongful termination need legal representation that levels the playing field. Lobo Law provides that representation with the aggressive advocacy that Attorney Adrian Lobo has become known for in Clark County courts. We understand that employment disputes threaten livelihoods and can devastate families. We fight accordingly. If you believe your employer has violated your rights, call 702-290-8998 for a confidential consultation. We evaluate employment cases and help workers understand their options and pursue justice when their rights have been violated.
