COVID-19 Nevada Updates

As you know, the Centers for Disease Control and Prevention (CDC) recently announced that fully vaccinated individuals can gather or conduct activities outdoors without wearing a mask except in crowded settings and venues. On May 3, Governor Sisolak issued Emergency Directive 45 to “align Nevada’s face covering mandate with the latest guidance” from the CDC.

Directive 45 specifically provides that effective immediately individuals “shall be required to cover their nose and mouth with a mask or face covering in a manner consistent with current guidance issued by the CDC, and any subsequent guidance issued by the CDC.” Directive 45 further requires all businesses to ensure that all patrons, customers, patients or clients utilize face coverings when indoors, “which may include prohibiting persons without face coverings from entering any indoor premises.”

The Nevada Occupational Safety & Health Administration (NV OSHA) has also released updated guidance for employers. This guidance, dated April 26, 2021, does not make any changes to the face covering mandates for Nevada employers and makes clear that face coverings are still required for employees in any space visited by the general public (even if no one else is present), in all areas where food is prepared, packaged, for sale or generally distributed, in all public spaces, and in all common areas.

Instead, the revised NV OSHA guidance removes references to occupancy limits and social distancing requirements. Consistent with earlier guidance, it also requires all employers with more than 10 employees to implement a COVID-19 Prevention Program as part of their Written Workplace Safety Programs. “Businesses with 10 or fewer employees are highly encouraged to have a written COVID-19 Prevention Program.”

As Nevada transitions to local control and restrictions ease, it may be possible to make changes to your COVID-19 measures. We encourage you to carefully review these developments and contact a KZA attorney to discuss any proposed changes. We are here to help you navigate these ever-changing waters.

KZA Employer Report articles are for general information only; they are not intended and should not be construed to be legal advice. Reading or replying to such articles does not establish an attorney-client relationship. In addition, because the subject matters and applicable laws discussed in Employer Report articles are often in a state of change and not always applicable to every type of business entity or organization, readers should consult with counsel before making decisions based on the same.