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Board reviews new HR policies: parental leave, nursing‑mother accommodations and pregnancy accommodations
Summary
Trustees reviewed three new HR proposals: Policy 1006 (four hours unpaid leave per child under NRS 392.4577), Policy 1007 (nursing‑mother breaks and private space per Nevada Pregnant Workers Fairness Act, corrected citation 608.0193), and Policy/Regulation 1010 (pregnancy/childbirth accommodations consistent with federal and state law). Trustees discussed paid vs unpaid leave, bargaining implications and site readiness.
The board considered a package of human-resources policies intended to bring district practice into compliance with state and federal law and to clarify employee rights.
Dan Sadler presented Policy 1006, meant to implement NRS 392.4577 by granting employees with school‑aged children up to four hours of unpaid leave per school year per child to attend conferences, volunteer or participate in school activities. Sadler said the policy is written to match the statute and noted it applies to employers with 50 or more employees.
Several trustees asked whether the four hours could be paid, provided as comp time or otherwise negotiated. Trustee Walker (discussion participant) and others said they supported exploring paid options but urged caution about creating uneven benefits across employee groups. Trustee 11 said, "Unpaid has me concerned — is that going to affect their purse? Is it going to affect their insurance?" Sadler replied the district does not want to force unpaid leave where an employee can use available leave and that paid options could be explored in collective bargaining.
Sadler also presented Policy 1007 on accommodations for nursing mothers and said he would correct the statute citation to NRS 608.0193 to reference the Nevada Pregnant Workers Fairness Act. The policy would provide reasonable breaks and a suitable private space (not a restroom) for employees to express breast milk for up to one year, and it would prohibit retaliation. Trustees asked who decides whether an accommodation is 'reasonable' and whether every site is currently equipped. Sadler said accommodations are situational and typically handled by supervisors with HR support; the aim is to make these rights explicit in policy and post notice of rights across worksites.
Policy and regulation 1010 on pregnancy, childbirth and related medical conditions was introduced to align district procedures with federal Pregnancy Discrimination Act guidance and Nevada law; Sadler said he will correct statutory citations and that the regulation would outline manager responsibilities and the role of the EEO officer.
No policies were adopted at the meeting; trustees asked staff to return with clarifying language, to confirm statutory citations, and to consider implementation steps and bargaining impacts before a second reading.
