Lyon County commissioners approved revisions to the county personnel policy manual on Oct. 16 that update several human-resources provisions and add new policy language for emerging topics.

Josh Foley, Lyon County counsel, summarized the proposed changes and recommended adoption. Key changes the board approved include:

- New language clarifying domestic-violence and sexual-assault leave.
- Definitions and a policy framework addressing the county's use of artificial intelligence tools.
- A prohibition on shortening employee probationary periods at management discretion.
- A proposed change to allow employees to use accrued sick leave immediately, rather than requiring six months of service before use; Foley characterized the change as bringing the county into alignment with most other Nevada counties and state law.
- Clarification of mileage-reimbursement rules.
- Inclusion of language to implement state-funded stipends for bail/hearing work on holidays for district attorneys and justices of the peace (Foley said the stipend would be $450 per day for DA or justice of the peace when state funding is continued).

Commissioner Fulkerson asked whether unused sick time would be withheld from a final paycheck if an employee used sick leave early then separated; Foley said the county would not withhold pay for time the employee validly used and that sick balances are not paid out on termination except after long-term vesting.

The commission voted 5-0 to adopt the proposed revisions. Foley said the county plans to finalize a clean copy of the manual and that the board would consider further editorial fixes (table of contents alignment) as staff completes the document.

Why it matters: The revisions change internal employment practices, affect payroll and leave administration, and add policy controls for new technologies. The motion directs county HR and legal staff to implement the changes and communicate them to county employees.