Crossroads Commerce Center

"If employees' houses cost less, they have more discretionary income and are more likely to stay, saving business owners the cost of attracting good employees."

- James Pavik, The Pavik Group

Workers Comp

In Nevada, workers compensation is a no-fault insurance program which provides benefits to employees who are injured on the job and protection to employers who have provided coverage at the time of injury. It is mandatory for employers who have one or more employees to provide workers compensation insurance coverage. Employers may purchase insurance from a private carrier licensed in Nevada or be certified by the Division of Insurance (DOI) as a self-insured employer or a member of an association of self-insured employers.

Nevada DOI currently authorizes competitive premium rates for private carriers which allow them to deviate on the expense portion of the premiums.  Premium rates vary depending on the type of industry and amount of payroll paid.  

Workers Compensation Comparison
In order to see a true comparison on rate differences between California and Nevada, we’ve provided sample quotes for both states done on a sampling of the class codes that are common in many industries. In rating workers compensation, there are other factors that come into the true class code description, such as the nature of operations, actual employee duties, etc. However, from the class codes given to the underwriter, it should give fair comparison between the two states. The experience modification was assumed to be 1.0 therefore no credit or debit was taken into consideration.  

• NOC: Not Otherwise Classified
• Rates are quoted per $100 of payroll

(Source: http://www.edawn.org)

Paid Family Medical Leave Information
The Family Medical Leave Act (FMLA) is a federal law that applies to all private employers with 50 or more employees and all public employees. California has enacted additional laws that are more favorable to the employee, while Nevada law is consistent with the federally mandated law.

1. In Nevada, the maximum leave is 12 weeks per year for a covered employee. The California Pregnancy Disability Act provides up to four months for a covered pregnant woman. California allows an additional six weeks for birth and bonding leave. Therefore, an employee could take a leave of absence for up to five and a half months.
2. In Nevada, an employee must live within a 75-mile radius of the workplace to qualify for coverage. California does not have this proximity criterion, which means California employers will be covering more employees and incurring additional costs.
3. California Law does not permit an employer to obtain a second or third opinion on whether a family member meets the requirements needed for an employee to obtain leave.

As of July 1, 2004, California workers receive up to six weeks of paid leave per year to care for a new child (birth, adoption, or foster care) or serious ill family member (parent, child, spouse, or domestic partner).

A myriad of related legislation has been introduced in 28 states, all of which causes concerns to business groups and human resource practitioners. In California, it is the predicted, widespread use of paid leave that causes concern over absenteeism. In many other states, further debate revolves around the source of funding.

(Source: http://www.edawn.org)