Nevada Revised Statutes

Nev. Rev. Stat. § 391.750 (2026)

Grounds for suspension, demotion, dismissal and refusal to reemploy teachers and administrators; consideration of evaluations and standards of performance

✓ current as of July 2026

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NRS 391.750 Grounds for suspension, demotion, dismissal and refusal to reemploy teachers and administrators; consideration of evaluations and standards of performance.

1. A teacher may be suspended, dismissed or not reemployed and an administrator may be demoted, suspended, dismissed or not reemployed for the following reasons:

(a) Inefficiency;

(b) Immorality;

(d) Insubordination;

(e) Neglect of duty;

(f) Physical or mental incapacity;

(g) A justifiable decrease in the number of positions due to decreased enrollment or district reorganization;

(h) Conviction of a felony or of a crime involving moral turpitude;

(i) Inadequate performance;

(j) Evident unfitness for service;

(k) Failure to comply with such reasonable requirements as a board may prescribe;

(l) Failure to show normal improvement and evidence of professional training and growth;

(m) Advocating overthrow of the Government of the United States or of the State of Nevada by force, violence or other unlawful means, or the advocating or teaching of communism with the intent to indoctrinate pupils to subscribe to communistic philosophy;

(n) Any cause which constitutes grounds for the revocation of a teacher’s license;

(o) Willful neglect or failure to observe and carry out the requirements of this title;

(p) Dishonesty;

(q) Intentional failure to observe and carry out the requirements of a plan to ensure the security of examinations and assessments adopted pursuant to NRS 390.270 or 390.275;

(r) An intentional violation of NRS 388.497 or 388.499;

(s) Knowingly and willfully failing to comply with the provisions of NRS 388.1351;

(t) Knowingly and willfully violating any provision of NRS 391.850 to 391.930, inclusive;

(u) Gross misconduct; or

(v) An intentional failure to report a violation of NRS 388.135 if the teacher or administrator witnessed the violation.

2. If a teacher or administrator is found, through an investigation of a testing irregularity, to have willfully breached the security or confidentiality of the questions and answers of the examinations that are administered pursuant to NRS 390.105 or the college and career readiness assessment administered pursuant to NRS 390.610, the board of trustees of a school district, governing body of a charter school or governing body of a university school for profoundly gifted pupils, as applicable, shall:

(a) Suspend, dismiss or fail to reemploy the teacher; or

(b) Demote, suspend, dismiss or fail to reemploy the administrator.

3. In determining whether the professional performance of a licensed employee is inadequate, consideration must be given to the regular and special evaluation reports prepared in accordance with the policy of the employing school district and to any written standards of performance which may have been adopted by the board.

4. As used in this section, “gross misconduct” includes any act or omission that is in wanton, willful, reckless or deliberate disregard of the interests of a school or school district or a pupil thereof.

(Added to NRS by 1967, 968; A 1973, 791; 1987, 1004; 1999, 1434, 3241; 2001, 1211; 2011, 2246, 2285; 2013, 3281; 2015, 417, 1854; 2017, 3269, 3977)—(Substituted in revision in 2013 for NRS 391.312 and in 2015 for NRS 391.31297)

Notes of Decisions

Cited in 4 cases (1 in the last 5 years), 2017–2022 · leading case: Hunt v. Washoe Cnty. Sch. Dist. (D. Nev. 2019).

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Hunt v. Washoe Cnty. Sch. Dist. (D. Nev. 2019). · cites it 4× “Here, plaintiff alleges that she had a constitutionally protected property interest in 18 continued employment with the District which was infringed upon when she was terminated 19 without a hearing or other procedural protections provided by NRS §§ 391.750 through 391.800. 20…”

Washoe Cty. Sch. Dist. v. Edlund (Nev. 2022). · cites it 3× “Indeed, the arbitrator found that Edlund’s conduct was unintentional and inadvertent; thus WCSD lacked just cause to terminate him under NRS 391.750(1)(u), (4) (providing that a teacher may be dismissed for “gross misconduct,” which “includes any SupREME CouRT OF NEVADA (0)…”

Washoe Cnty. Sch. Dist. Vs. White, 2017 NV 43 (Nev. 2017). · cites it 2× “31297 in 2013 and then by NRS 391.750 in 2015) provides that "an administrator may be .”

Washoe Cnty. Sch. Dist. Vs. White, 2017 NV 43 (Nev. 2017). “31297 in 2013 and then by NRS 391.750 in 2015) provides that "an administrator may be .”

— Nev. Rev. Stat. § 391.750(1)(u) — 1 case

Washoe Cty. Sch. Dist. v. Edlund (Nev. 2022). “Indeed, the arbitrator found that Edlund’s conduct was unintentional and inadvertent; thus WCSD lacked just cause to terminate him under NRS 391.750(1)(u), (4) (providing that a teacher may be dismissed for “gross misconduct,” which “includes any SupREME CouRT OF NEVADA (0)…”

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