Does Your Business Comply With Nevada’s Workplace Safety Program Laws?

Does Your Business Comply With Nevada’s Workplace Safety Program Laws?
Does Your Business Comply With Nevada’s Workplace Safety Program Laws?

Does your company have a Written Safety Program?

Did you know that a Written Safety Program is required by law?  Every employer in Nevada which has 11 or more employees or which manufactures explosives is required to have a written Safety Program.

Your Written Safety Program (“WSP”) must include:

  • A training program for employees, targeting areas of specific concern or where there have been recurring injuries;
  • If you have more than 25 employees, or manufacture explosives, you must have a safety committee which includes an employee representative.  Your employee representative on the safety committee must be paid “as if that employee were engaged in the employee’s usual work activities” for time spent on the committee;
  • The WSP manual and training must be available in a language and format that is understandable to each of your employees;
  • A statement explaining that the managers, supervisors, and employees are responsible for carrying out the program;
  • An explanation of the methods used to identify, analyze, and control new and existing hazardous conditions; and
  • A method for ensuring that employees comply with the safety rules and work practices.

You must keep written records of all safety committee meetings and persons who participate in them.  These records must be maintained for three years, and be available for review by the State upon request.

Although Nevada Revised Statute Section 618.383 requires that the program be established in writing and carried out within 90 days of establishment of the employer’s business, Nevada Administrative Code Section 618.538 requires that the program must be in place within 60 days after the first employee is hired.  The safer practice it to have it established within 60 days of the first employee’s hiring, but no later than 90 days from the formation.



The information provided on this site does not, and is not intended to constitute legal advice. You understand each legal matter should be considered to be unique and subject to varying results. You should not take or refrain from taking action based on any information contained on this website without first consulting legal counsel, as it is not intended to advise you on your particular matter. Further, you understand that no guarantee is given that the information contained herein is an accurate statement of the law at any given point in time, as the law is constantly changing. Guest bloggers are responsible for their own content, which is not to be construed as an article authored by NLB. Please see

Leave a comment