Nevada is a right-to-work state. That affects union-security arrangements — but it does not change employees' federal right to organize.
What right-to-work means (NRS 613.230–613.300)
An employee cannot be required to join a union or to pay union dues or fees as a condition of getting or keeping a job. Agreements that require union membership or dues as a condition of employment are unlawful in Nevada. The Nevada Supreme Court has held that requiring a fee in lieu of union dues is the equivalent of requiring membership (Independent Guard Ass'n v. Wackenhut Servs., 90 Nev. 198 (1974)).
It does not override federal labor law
Employees still have the federal right under the NLRA to organize, form or join a union, and engage in protected concerted activity. Right-to-work governs union-security arrangements, not whether employees may unionize.
Dues checkoff
An employee may voluntarily authorize dues deductions, but it must be genuinely voluntary and revocable consistent with the law — it cannot be a condition of employment.
Practical point for employers
Even in a right-to-work state, anti-union retaliation and interference with protected concerted activity remain unlawful under the NLRA — train supervisors accordingly.
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