Employer required to make reasonable accommodations for employee who is victim of domestic violence or sexual assault; employer may require supporting documentation

1. An employer must make reasonable accommodations which will not create an undue hardship for an employee who is a victim of an act which constitutes domestic violence or sexual assault or whose family or household member is a victim of an act which constitutes domestic violence or sexual assault. The employer may provide such accommodations, including, without limitation, as: (a) A transfer or reassignment; (b) A modified schedule; (c) A new telephone number for work; or (d) Any other reasonable accommodations which will not create an undue hardship deemed necessary to ensure the safety of the employee, the workplace, the employer or other employees. 2. An employer may require an employee to provide to the employer documentation that confirms or supports the reason the employee requires the reasonable accommodations. 3. As used in this section: (a) “Domestic violence” has the meaning ascribed to it in NRS 33.018. (b) “Family or household member” has the meaning ascribed to it in NRS 612.3755. (c) “Sexual assault” has the meaning ascribed to it in NRS 200.366.