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AB 112

Removes an exemption from provisions providing certain employees with the right to use sick leave to assist family members. (BDR 53-318)

2025 Regular Session Introduced by Duy Nguyen

AB 112 would remove the CBA exemption, requiring private employers to let employees use accrued sick leave to help an immediate family member, even if covered by a union.

Vetoed by the Governor.
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WeVote Research Nonpartisan
Bill Summary · AB 112

AB 112 — Summary (BDR 53-318)

Status: Vetoed by the Governor (delivered to Governor 2025‑05‑29; vetoed 2025‑06‑05)
Introduced: January 8, 2025 (Assemblymember Nguyen)
Primary statute amended: NRS 608.01975
Fiscal effect: No state or local fiscal impact reported

Main purpose

AB 112 would have removed the statutory exemption that currently excludes employees covered by a valid collective bargaining agreement (CBA) from the requirement that private employers who provide sick leave must allow employees to use accrued sick leave to assist an immediate family member with illness, injury, medical appointments, or other authorized medical needs.

Key provisions and changes

  • Eliminates the CBA-based exemption in NRS 608.01975 so the sick‑leave-for-family provisions apply even when an employee is covered by a valid collective bargaining agreement.
  • Preserves employers’ existing obligations to comply with any CBA, employer policy, employment contract, or applicable local/state/federal law that provides the same or a more generous sick‑leave benefit (language refined during amendment).
  • Transitional rule: the amendatory provisions do not apply during the current term of any CBA entered into before October 1, 2025. They do apply to any extension or renewal of such an agreement and to any CBA entered into on or after October 1, 2025. (The term of an agreement ends on the date provided in the agreement for these purposes.)
  • Retains existing related rules in NRS 608.01975, including:
    • An employer may limit family‑assistance sick leave to not less than the amount an employee accrues in a 6‑month period.
    • The Labor Commissioner must prepare and post a bulletin explaining the statute and require employers to post it at workplaces.
    • Anti‑retaliation protection for employees who exercise rights or pursue enforcement.
    • Application only to the extent not prohibited by federal law.
  • Defines “immediate family” broadly (child, foster child, spouse, domestic partner, sibling, parent, in‑laws, grandchild, grandparent, stepparent, or a person the employee legally guardians).

Who would be affected

  • Private employers that provide sick leave and their employees, including employees currently covered by collective bargaining agreements (subject to the October 1, 2025 transitional rule).
  • Labor enforcement entities (Office of the Labor Commissioner) for outreach and posting duties.

Legislative and procedural timeline (selected)

  • Passed Assembly: read third time and passed March 20, 2025 (Ayes 53, Noes 17).
  • Passed Senate (as amended): May 23, 2025 (Yeas 15, Nays 6); concurrence and enrollment followed.
  • Enrolled and delivered to Governor: May 29, 2025.
  • Vetoed by Governor: June 5, 2025.

Note: Because the Governor vetoed AB 112, its amendments to NRS 608.01975 did not take effect.

Compiled from official sources — confirm details with the bill’s official record.

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