Q: We recently hired an employee and as part of our routine hiring process ran a background check which came back showing he has an open charge/case for Misdemeanor DUI. The DUI case is filled as a misdemeanor, was his first offense, he says was due to meds his doctors have since taken him off of, and no one was injured. While he is proving to be an excellent employee and has not been convicted, and the maximum punishment is “to imprisonment for not less than 2 days nor more than 6 months in jail” per NRS 484C.400.1a, we want to make sure his working here as a RSO with access to the firearms is legal while his case is still open. We have since changed our new hire paperwork to read verbatim the 4473 wording about under information with any court instead of the wording we had at the time of his hire to prevent this situation in the future.
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