Nevada Restaurant Association 2022
As restaurants continue to wade through the phases of reopening, we have compiled information and guidance for reference. Please note that our page will be continuously updated in order to provide you with the most relevant information so we encourage you to refer back to receive the most up to date resources.
How to Get A COVID-19 Vaccine
To make an appointment please visit www.nvcovidfighter.org for county specific availability, or call our state-wide hotline at 1-800-401-0946
To make an appointment please visit www.nvcovidfighter.org for county specific availability, or call our state-wide hotline at 1-800-401-0946
Capacity Guidelines (05/01/21)
As of May 1st, 2021, the Governor announced state COVID-19 mitigation efforts will transition to county control. Following are county plans which have been approved by the COVID-19 Mitigation and Management Task Force.
In addition, reservations are NO LONGER required for restaurants and bars, pubs, wineries and breweries that serve food.
As of May 1st, 2021, the Governor announced state COVID-19 mitigation efforts will transition to county control. Following are county plans which have been approved by the COVID-19 Mitigation and Management Task Force.
In addition, reservations are NO LONGER required for restaurants and bars, pubs, wineries and breweries that serve food.
Restaurant Revitalization Fund
On March 11, the American Rescue Plan Act of 2021 created the $28.6 billion Restaurant Revitalization Fund to provide grants for restaurants sustaining financial losses due to the COVID-19 pandemic. The NvRA has complied an FAQ as well as additional information about the funding which can be accessed here.
Rules for Quarantine After You Have Vaccine
Following the CDC’s updated guidance on quarantine after a person has received their second dose of the COVID-19 vaccine, DHHS has issued a new Technical Bulletin with quarantine information for those who have been vaccinated. We encourage you to share this updated guidance with employers, members, employees and others so they can update their workplace protocols to meet the latest CDC and DHHS guidance.
Persons who have been fully vaccinated and subsequently exposed to someone with suspected or confirmed COVID-19 are not required to quarantine if they meet all of the following criteria:
Persons who do not meet all three of the above criteria should continue to follow current quarantine guidance after exposure to someone with suspected or confirmed COVID-19. The current quarantine guidance can be found here.
In addition to the continued downward trend in new cases that we are seeing we are excited to share that the test positivity rate over the last 14 days is now 10.7%. The last time we were at this rate was in the first week of November. Please continue to follow the safety protocols such as wearing a face covering, social distancing and practicing good hand hygiene as often as possible so we can continue this downward trend.
Persons who have been fully vaccinated and subsequently exposed to someone with suspected or confirmed COVID-19 are not required to quarantine if they meet all of the following criteria:
- Are fully vaccinated (i.e., ™2 weeks following receipt of the second dose in a 2-dose series, or ™2 weeks following receipt of one dose of a single-dose vaccine)
- Are within 3 months following receipt of the last dose in the series
- Have remained asymptomatic since the current COVID-19 exposure
Persons who do not meet all three of the above criteria should continue to follow current quarantine guidance after exposure to someone with suspected or confirmed COVID-19. The current quarantine guidance can be found here.
In addition to the continued downward trend in new cases that we are seeing we are excited to share that the test positivity rate over the last 14 days is now 10.7%. The last time we were at this rate was in the first week of November. Please continue to follow the safety protocols such as wearing a face covering, social distancing and practicing good hand hygiene as often as possible so we can continue this downward trend.
Face Mask Enforcement and Guidance
According to latest Directive 035, restaurants must enforce the use of face coverings at all times, except when actively eating or drinking, regardless of social distancing.
The National Restaurant Law Center has provided guidance on enforcement of masks, temperature checks, and regular testing. It is imperative for establishments to comply with all health precautions in an effort to lower transmission rates and to keep restaurants open. Please see the resources below for guidance on deescalation with mask enforcement and COVID testing for employees.
Please be advised that children up to 2 years old are exempt from wearing face masks and ages 2-9 years old are recommended to wear face masks per NV OSHA.
Guidance on requiring the use of face coverings for restaurant customers
According to latest Directive 035, restaurants must enforce the use of face coverings at all times, except when actively eating or drinking, regardless of social distancing.
The National Restaurant Law Center has provided guidance on enforcement of masks, temperature checks, and regular testing. It is imperative for establishments to comply with all health precautions in an effort to lower transmission rates and to keep restaurants open. Please see the resources below for guidance on deescalation with mask enforcement and COVID testing for employees.
Please be advised that children up to 2 years old are exempt from wearing face masks and ages 2-9 years old are recommended to wear face masks per NV OSHA.
Guidance on requiring the use of face coverings for restaurant customers
OSHA Guidance on Booth Distance & Plexi Glass
Occupational Safety & Health Administration Guidance
Booth Distance & Plexi Glass:
Every other booth is acceptable if guests are sitting on both sides. Booths can be utilized if Plexiglas is installed between each booth and must be high enough to meet the 6 foot requirement for distancing (meaning that from one guest to another, the Plexiglas would have to be at least 3 feet high with no gaps). It is recommended that the Plexiglas be as high as the availability of space allows.
Occupational Safety & Health Administration Guidance
Booth Distance & Plexi Glass:
Every other booth is acceptable if guests are sitting on both sides. Booths can be utilized if Plexiglas is installed between each booth and must be high enough to meet the 6 foot requirement for distancing (meaning that from one guest to another, the Plexiglas would have to be at least 3 feet high with no gaps). It is recommended that the Plexiglas be as high as the availability of space allows.
NV Department of Labor COVID-19 Guidance
Employer Guidance on Scheduling Minors During School Hours
NV DOL Leave Guidance:
Employer & Employee Information on COVID-19 (Download here)
SB 4 Guidance: Regarding Exposed Employees:
Senate Bill (SB) 4 was passed during the 32nd Special Session of the Nevada Legislature (2020) and addressed the following questions:
Are employers required to provide time off for employees experiencing COVID-19 symptoms? Yes. Each employee who notifies his or her employer that he or she is experiencing symptoms of COVID-19, must undergo testing for SARS-CoV-2 and must not return to work while awaiting results.
How much time are employers required to provide employees who are getting a COVID-19 test? Employees are to be provided no more than 3 days of paid time off to await testing and testing results. The 3 days paid time off can be exceeded if delays in testing or receiving results occur. If additional testing is required by the employer, the employer should provide additional paid time off for that. If the employee needs to have multiple tests due to reasons other than close contact that occurred at their workplace, the employee will need to coordinate that leave with the employer and may need to utilize other paid leave or other options, if available.
How much time are employers required to provide for employees who tests positive for COVID-19? An employee who tests positive for SARS-CoV-2 or is otherwise diagnosed with COVID-19 and is working or has been recalled to work at the time of the result or diagnosis must be allowed to take at least 14 days off, at least 10 of which must be paid time off. These time periods can be increased or decreased upon approval from the Director of the Department of Health and Human Services. (See section 13, subsection 3, of SB 4). If the employee requires additional leave beyond the 14 days off, at least 10 of which must be paid time off, the employee will need to coordinate that leave with the employer and may need to utilize paid leave or other options
Are existing employees eligible for paid time off? Yes. Independent contractors and/or contractors who are not employees would not be eligible but could be if they were deemed to be an employee.
Are new employees eligible for paid time off? Yes. There are no exemptions to the paid time off provisions relating to COVID-19 testing, diagnosis, and/or leave in Senate Bill 4.
Are part-time employees eligible for paid time off? Yes. There are no provisions in SB 4 excluding part time employees from the testing, diagnosis, and/or paid time off requirements in SB 4.
Are employers required to provide time off for employees experiencing COVID-19 symptoms? Yes. Each employee who notifies his or her employer that he or she is experiencing symptoms of COVID-19, must undergo testing for SARS-CoV-2 and must not return to work while awaiting results.
How much time are employers required to provide employees who are getting a COVID-19 test? Employees are to be provided no more than 3 days of paid time off to await testing and testing results. The 3 days paid time off can be exceeded if delays in testing or receiving results occur. If additional testing is required by the employer, the employer should provide additional paid time off for that. If the employee needs to have multiple tests due to reasons other than close contact that occurred at their workplace, the employee will need to coordinate that leave with the employer and may need to utilize other paid leave or other options, if available.
How much time are employers required to provide for employees who tests positive for COVID-19? An employee who tests positive for SARS-CoV-2 or is otherwise diagnosed with COVID-19 and is working or has been recalled to work at the time of the result or diagnosis must be allowed to take at least 14 days off, at least 10 of which must be paid time off. These time periods can be increased or decreased upon approval from the Director of the Department of Health and Human Services. (See section 13, subsection 3, of SB 4). If the employee requires additional leave beyond the 14 days off, at least 10 of which must be paid time off, the employee will need to coordinate that leave with the employer and may need to utilize paid leave or other options
Are existing employees eligible for paid time off? Yes. Independent contractors and/or contractors who are not employees would not be eligible but could be if they were deemed to be an employee.
Are new employees eligible for paid time off? Yes. There are no exemptions to the paid time off provisions relating to COVID-19 testing, diagnosis, and/or leave in Senate Bill 4.
Are part-time employees eligible for paid time off? Yes. There are no provisions in SB 4 excluding part time employees from the testing, diagnosis, and/or paid time off requirements in SB 4.
National Restaurant Association's Guidance for Non Symptomatic Employees:
Critical Infrastructure workers who have had an exposure but remain asymptomatic could be asked to stay home until 14 days after the last exposure or allow them to return to work with the following precautions:
▪ Take employee’s temperature and assess symptoms prior to starting work;
▪ If the employee doesn’t have a temperature or symptoms, they should still self-monitor throughout the day; ▪ If an employee becomes sick during the day, send them home immediately;
▪ Have them wear a face mask while in the workplace;
▪ The employee should maintain 6 feet and practice social distancing as work duties permit in the workplace; and,
▪ Consider increasing the frequency of cleaning commonly touched surfaces.
▪ Take employee’s temperature and assess symptoms prior to starting work;
▪ If the employee doesn’t have a temperature or symptoms, they should still self-monitor throughout the day; ▪ If an employee becomes sick during the day, send them home immediately;
▪ Have them wear a face mask while in the workplace;
▪ The employee should maintain 6 feet and practice social distancing as work duties permit in the workplace; and,
▪ Consider increasing the frequency of cleaning commonly touched surfaces.
Guidance for Suspending/Closing a Restaurant
Closing Procedure and Staff Issues
Closing Procedure and Staff Issues
ALL establishments are encouraged to adopt and/or take the following actions:
- Require customers and employees to wear face coverings.
- Strongly encourage employees to get COVID-19 tested frequently.
- Screen employees daily can help in preventing the spread of the coronavirus in the workplace. (Download here)
- Strongly consider special accommodations for personnel who are members of a vulnerable population.
- Designate with signage, tape, or by other means, six feet of spacing for employees, customers and clients to maintain appropriate distance.
- Provide face masks, hand sanitizer, and sanitizing products, to employees and customers.
- Close common areas where personnel are likely to congregate and interact. Enforce strict social distancing protocols.
Free COVID-19 Training
If your restaurant would like to receive free COVID-19 specific food handling training, please reach out to our staff. Our association is dedicated to helping all operators navigate these new health guidelines.
COVID-19 Mental Health Resources
The Nevada Resilience Project was unveiled as a response to families and individuals experiencing emotional and mental challenges due to COVID – 19. To learn more information, click here.
- Nevada’s youth in particular has experienced high levels of stress and many are seeking care for behavioral health emergencies.
- Resilience Ambassadors provide education, information, counseling, and resource navigation while promoting healthy coping, empowerment, and resilience.
- Resilience Ambassadors can provide bi-lingual support and connection to resources over the phone, through text and video-chat, or face to face.
Webinars on Demand
Business Interruption Insurance Claims: What You Need to Know Now - Hosted by the Restaurant Law Center
Interview With The Nevada Labor Commissioner Shannon Chambers: Critical Issues For Employers During The Pandemic - Hosted by Sutton Hague Law Corporation
Coronavirus Labor Law In the current coronavirus public health emergency, employers are confronting difficult questions related to employment issues including leave and accommodation, workers’ compensation, Family Medical Leave Act, Americans with Disability Act, and other workplace laws and regulations. Access recorded webinar
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