Nevada Administrative Code Chapter 284 - State Personnel System
📌 Background: NAC Chapter 284
NAC Chapter 284 establishes rules for Nevada state employees within the state personnel system, including:
Hiring and classification – Minimum qualifications, job classification, and appointment types.
Performance management – Evaluations, probation periods, promotions, and merit increases.
Leave and attendance – Sick leave, vacation, family leave, and leave without pay.
Disciplinary actions – Suspension, demotion, or dismissal procedures and employee rights.
Appeals and grievance procedures – Steps for challenging disciplinary actions or other adverse employment decisions.
🧑⚖️ Case 1: Misclassification of a State Employee
Situation
A state agency hired an employee as an “Administrative Assistant I”, but the duties included complex program management and supervisory responsibilities, more aligned with an Administrative Assistant III.
Relevant NAC Rules
NAC 284.150 establishes job classification standards and requires duties and responsibilities to match the assigned class.
Issue
The employee’s pay and benefits were below market for the work performed, and the misclassification risked violating merit system rules.
Outcome
HR conducted a classification review.
Employee was reclassified as Administrative Assistant III, and salary was adjusted retroactively.
Agency implemented regular job duty audits to prevent future misclassification.
Lesson: Accurate classification ensures compliance with NAC rules and protects employee rights.
🧑⚖️ Case 2: Failure to Complete Probation
Situation
A newly hired analyst failed to complete the 6-month probationary period successfully due to repeated errors and failure to meet performance standards.
Relevant NAC Rules
NAC 284.190 provides that probationary employees may be terminated if performance is unsatisfactory during the probation period.
Issue
The employee did not meet the required competency standards for the position.
Outcome
Employee was terminated during probation, and HR documented the performance deficiencies.
The decision was consistent with NAC rules and not subject to grievance.
Lesson: Probation periods are a protected evaluation phase; termination for unsatisfactory performance is allowed if documented properly.
🧑⚖️ Case 3: Improper Leave Approval
Situation
An employee requested family leave for medical reasons, but the supervisor denied it, citing departmental staffing shortages.
Relevant NAC Rules
NAC 284.172 and 284.178 govern family and medical leave eligibility and agency responsibilities to approve leave when criteria are met.
Issue
The supervisor violated leave policy by denying leave without valid cause.
Outcome
Employee filed a grievance.
HR reviewed and approved leave retroactively.
Supervisor received training on NAC leave requirements.
Lesson: Agencies must follow statutory leave policies; denying eligible leave can result in corrective action.
🧑⚖️ Case 4: Disciplinary Action Without Proper Notice
Situation
A state employee was suspended for 5 days for alleged misconduct but was not given written notice or an opportunity to respond before the suspension.
Relevant NAC Rules
NAC 284.450 requires written notice of charges and opportunity to respond before disciplinary action.
Issue
Due process was not followed; the employee had no chance to provide an explanation.
Outcome
Suspension was rescinded.
Employee was given a formal hearing and documentation.
Agency revised its disciplinary procedures to ensure compliance with NAC due process rules.
Lesson: Following NAC procedural requirements is mandatory; skipping notice or hearings invalidates disciplinary actions.
🧑⚖️ Case 5: Failure to Provide Merit Increase
Situation
An eligible employee did not receive a scheduled merit increase despite satisfactory performance evaluations.
Relevant NAC Rules
NAC 284.270 establishes merit increases based on performance evaluations and eligibility criteria.
Issue
The agency delayed processing due to administrative oversight, violating the employee’s entitlement under NAC.
Outcome
HR corrected the payroll error and applied the merit increase retroactively.
Agency implemented a tracking system for merit increases to prevent recurrence.
Lesson: Merit-based pay increases are a legal right under NAC; agencies must administer them promptly.
🧑⚖️ Case 6: Grievance for Unfair Demotion
Situation
An employee was demoted from Program Manager II to Program Manager I without proper justification or documentation.
Relevant NAC Rules
NAC 284.470-284.480 provide procedures for demotion and employee grievance rights.
Issue
The demotion lacked written notice and opportunity to appeal, violating NAC rules.
Outcome
Employee filed a grievance.
After review, the agency restored the employee’s former position and adjusted pay retroactively.
The supervisor received training on demotion procedures.
Lesson: Demotions must follow NAC procedures, including notice, documentation, and appeal rights.
🔑 Key Themes from NAC Chapter 284
Classification Accuracy: Employees must be classified appropriately according to duties and responsibilities.
Probation Enforcement: Probationary periods allow evaluation; performance issues must be documented.
Leave Compliance: Agencies must follow NAC rules for family, medical, and other leave.
Disciplinary Due Process: Written notice and opportunity to respond are mandatory before discipline.
Merit Increases: Employees are entitled to pay adjustments based on performance and eligibility.
Grievance Procedures: Employees can appeal disciplinary actions or other adverse employment decisions.
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