Empowering Nevada Entrepreneurs: Strategies for Navigating Labor and Immigration Challenges

Empowering Nevada Entrepreneurs: Strategies for navigating labor, and immigration challenges

As an entrepreneur or small business owner in Nevada, you’ve worked hard to build something meaningful. But with changing labor laws and immigration policies, it’s natural to feel a little overwhelmed. The truth is, navigating these challenges isn’t just about staying compliant—it’s about stepping up as a leader for your team and your business.

I’m here to share guidance to help you feel empowered and prepared. While I’m not legally qualified to provide financial or legal advice, I can help you build the systems, resources, and mindset you need to handle these challenges with confidence. Together, we can ensure your business is not just surviving but thriving, all while creating a space of unity, trust, and fairness.

Labor Laws in Nevada: The Contractor vs. Employee Debate

One of the most common challenges I see small business owners face is the confusion around worker classification. Whether you’re hiring a virtual assistant (VA), freelance business coach, or any contractor, knowing the difference between an independent contractor and an employee is key to protecting your business.

What’s the Difference?

It boils down to control, independence, and responsibility.

• Independent Contractors: They control how, when, and where they work. They run their own business, use their own tools, and often work with multiple clients. For example, a freelance VA you hire might work on their own schedule, use their own software, and deliver results on their terms.

• Employees: You set their schedule, provide the tools, and oversee how the work is done. For instance, if you require a VA to work specific hours and use your systems, they may need to be classified as an employee.

Why This Matters

Misclassifying workers can lead to penalties, back taxes, and even legal disputes. But the good news is, with the right approach, you can remain compliant and build a strong working relationship with both contractors and employees.

How to Hire a Virtual Assistant (VA) Without Confusion

Virtual assistants are a game-changer for small businesses, but you’ll need to be clear about their classification from the start.

• If Hiring as a Contractor:

• Let them set their schedule and use their own tools.

• Have a contract that outlines their responsibilities and independence. Include details like payment terms, project scope, and their status as a contractor.

• Ensure they have their own business license (required in Nevada for independent contractors).

• If Hiring as an Employee:

• Be prepared to handle payroll, taxes, and possibly benefits.

• Set clear expectations for hours, tools, and how the work is done.

• Follow Nevada labor laws for minimum wage, overtime, and employee protections.

Immigration Enforcement and Workplace Protections

Immigration enforcement is an increasingly real concern for many businesses, especially those with diverse teams. Regardless of your team’s background, you have the power to create a workplace where everyone feels safe and supported.

Everyone Has Rights

No matter someone’s immigration status, they have rights in the workplace. It’s essential for you, as a leader, to ensure your team understands these rights and feels empowered.

Key Rights to Share with Your Team:

• Right to Remain Silent: Employees do not have to answer questions about their immigration status.

• Right to Legal Representation: If questioned by ICE or law enforcement, they can request an attorney.

• ICE Must Have a Valid Warrant: ICE agents cannot enter private areas of your business without a signed warrant. You have the right to review it.

What to Do If ICE Arrives

As a business owner, you set the tone in moments of uncertainty. If ICE conducts a raid or audit, preparation is everything.

    1.    Stay Calm and Organized:

• Train a point person (or yourself) to handle interactions with ICE agents. Verify the validity of any warrants before allowing access to non-public areas.

• Keep employment and I-9 records up-to-date and easily accessible.

    2.    Empower Your Team:

• Host workshops or meetings to educate employees about their rights. A well-informed team is more confident and less likely to panic.

• Create a written action plan outlining what to do in case of an enforcement action.

    3.    Build a Culture of Support:

• Reassure your team that you stand with them. Fear thrives in uncertainty, but trust grows in environments where people feel valued and protected.

Supporting Black and Brown Communities in the Workplace

As leaders, we also have a responsibility to recognize the systemic challenges faced by Black and Brown communities in the workplace. These groups often experience additional hurdles—whether it’s implicit bias in hiring or being disproportionately affected by enforcement actions. It’s up to us to create businesses where these inequities don’t stand a chance.

How You Can Lead with Love and Unity:

1. Hire Equitably: Review your hiring practices for any unconscious bias. Ensure you’re offering equal opportunities for everyone.

2. Celebrate Diversity: Recognize and amplify the contributions of your diverse team members.

3. Create Safe Spaces: Build a culture where employees feel heard, respected, and supported—especially during difficult times.

As an example, imagine running a bakery in Nevada with a team from diverse backgrounds. If ICE conducts a raid, fear can spread quickly—even among those who are fully documented. By proactively educating your team about their rights and committing to stand with them, you foster an atmosphere of trust and unity that will sustain your business through any challenge.

Steps to Protect Your Business and Team

    1.    Document Everything:

    •    Keep I-9 forms, employment records, and contracts up-to-date and easily accessible.

    2.    Consult Experts:

     •    Partner with HR consultants, immigration attorneys, and tax professionals to ensure compliance with Nevada labor laws.

    3.    Empower Your Team:

     •    Provide regular training sessions to educate employees about their rights, workplace policies, and emergency plans.

    4.    Communicate Clearly:

     •   Keep open lines of communication with your team. Let them know they’re valued, supported, and safe.

Lead with Strength, Unity, and Purpose

As a business owner, your leadership shapes the lives of your team, your clients, and your community. By staying informed, proactive, and committed to unity, you’re not just navigating challenges—you’re building a business that stands as a beacon of trust and empowerment.

When we lead with compassion, knowledge, and purpose, we can rise above fear and division. Together, we can create workplaces where everyone thrives—regardless of their background or circumstances.

You’ve got this. Let’s work together to ensure your business is prepared, thriving, and grounded in purpose. If you’re ready to take the next step, let’s connect—I’m here to help.

Salomé Savage