Nevada Wrongful Termination Legal Questions

There are a multitude of issues which you have raised in your question. As far as keeping your job, Nevada is an at-will employment state where your employer can dismiss you for no reason at all, so long as it is not a prohibited reason. "Since employees in Nevada are presumed to be at-will, an employer can dismiss an at-will employee with or without cause, so long as the dismissal does not offend this state's public policy. State of Nevada v. Dist. Ct. (Anzalone), 118 Nev. 140, 151, 42 P.3d 233, 240 (2002)." While there are limited exceptions to the at-will employment doctrine, the Nevada Supreme Court has made clear that these exceptions are “severely limited to those rare and exceptional cases where the employer's conduct violates strong and compelling public policy.” Sands Regent v. Valgardson, 105 Nev. 436, 440, 777 P.2d 898, 900 (1989). Based on the facts as presented, this appears to be a lawful termination. As far as unemployment eligibility, any individual out of work through no fault of their own may be eligible to receive unemployment insurance benefits so long as minimum qualifications are met. For a part-time employee, the issue will be whether the employee has sufficient earnings within the base period for covered employers to qualify. In Nevada, a person must have earned at least $400 in one quarter of the base period and have total base period earnings of not less than 1.5 times the earnings in the highest quarter. In the alternative, an employee must have wages in at least three of the four preceding base period quarters used to calculate eligibility.... Read More

There are a multitude of issues which you have raised in your question. As far as keeping your job, Nevada is generally an at-will employment state where your employer can dismiss you for no reason at all, so long as it is not a prohibited reason. "Since employees in Nevada are presumed to be at-will, an employer can dismiss an at-will employee with or without cause, so long as the dismissal does not offend this state's public policy. State of Nevada v. Dist. Ct. (Anzalone), 118 Nev. 140, 151, 42 P.3d 233, 240 (2002)." While there are limited exceptions to the at-will employment doctrine, the Nevada Supreme Court has made clear that these exceptions are “severely limited to those rare and exceptional cases where the employer's conduct violates strong and compelling public policy.” Sands Regent v. Valgardson, 105 Nev. 436, 440, 777 P.2d 898, 900 (1989).  Therefore unless (a) you have a contract which specifies a different protocol for dismissal or (b) believe that the dismissal was pretextual for some other prohibited reason, you would not most likely have a claim against your employer.... Read More

Employees in Nevada are presumed to be at-will; thus an employer can dismiss an at-will employee with or without cause, so long as the dismissal does not offend this state's public policy. State of Nevada v. Dist. Ct. (Anzalone), 118 Nev. 140, 151, 42 P.3d 233, 240 (2002).  However terminating employees based upon race is not a permissible reason and is a violation of both Federal and Nevada State law.   Under NRS 613.330(1), it is an unlawful employment practice to discharge any individual because of his or her race, color, sex, religion, sexual orientation, age, disability or national origin.... Read More

To answer your question, therft/unauthorized taking of company property can be grounds for termination in Nevada as at-will state. An employer in at-will employment situation can terminate an employee for any number of reasons, or for no reason, so long as it is not a prohibited reason.  At-will employment can be modified by contract or collective bargaining, which are facts which are not part of your question. The second part of your question implicates a false imprisonment claim.  An actor is subject to liability to another for false imprisonment if: (1) he acts intending to confine the other or a third person within boundaries fixed by the actor; (2) his act directly or indirectly results in such a confinement of the other; and (3) the other is conscious of the confinement or is harmed by it.  Your question does not make clear if you were merely ordered to remain or if the door was locked from the outside and/or forceably kept closed pending investigation.... Read More

Employees in Nevada are presumed to be at-will, which means that an employer can dismiss an at-will employee with or without cause, so long as the dismissal does not offend this state's public policy. State of Nevada v. Dist. Ct. (Anzalone), 118 Nev. 140, 151, 42 P.3d 233, 240 (2002). However the Nevada Supreme Court has recognized certain limited exceptions to the at-will employment doctrine, including an exception based on “the public policy of this state favor[ing] safe employment practices and the protection of the health and safety of workers on the job”. D'Angelo v. Gardner, 107 Nev. 704, 719, 819 P.2d 206, 216 (1991).  Like D'Angelo, to the extent that you refused to take an unsafe assignment, you may be protected from termination. ... Read More

With the exception of employees governed under labor agreements or express contracts, in Nevada as an at-will employment state, Employers can terminate an employee for almost any reason or for no reason at all, so long as it is not a prohibited reason.  "Since employees in Nevada are presumed to be at-will, an employer can dismiss an at-will employee with or without cause, so long as the dismissal does not offend this state's public policy. (citations omitted).  public po policy. While [Nevada] has recognized certain exceptions to the at-will employment doctrine (citation omitted), these exceptions are 'severely limited to those rare and exceptional cases where the employer's conduct violates strong and compelling public policy.'" Ozawa v. Vision Airlines, 125 Nev. 556, 561 (2009).... Read More

Nevada is an at-will employment state, which means that you can be terminated for any reason or no reason so long as its not a prohibited reason.  Whisteblowing is a protected class of activities.  Therefore you may have an actionable claim and should have your claims reviewed by Counsel.... Read More