A bartending or alcohol-service job in Las Vegas can come with several credential requirements, and for someone with a past charge or conviction, it is easy to assume that a criminal record automatically blocks the process. The important distinction is that the alcohol awareness card, commonly called a TAM card, is a training credential. The laws governing that card do not make eligibility depend on a person’s criminal history.
The credential that does involve a criminal-history review is the LVMPD work card, also commonly called a sheriff’s card. Understanding the difference matters because someone who assumes a past conviction prevents them from obtaining a TAM card could walk away from a job opportunity unnecessarily. For workers in Clark County, the central questions are which credential actually checks the record and how Nevada record sealing may affect that process.
A TAM card, a work card, and what a criminal record changes
The alcohol awareness card required for many Nevada bartenders and alcohol servers does not involve a criminal background check. Its purpose is to certify that the holder completed an approved alcohol awareness course and passed the required examination.
The Las Vegas work card required for certain jobs in Clark County is different. LVMPD fingerprints the applicant and reviews the resulting criminal history under the rules that apply to the specific occupation.
That distinction is easy to miss because information about TAM card requirements in Las Vegas is sometimes mixed together with sheriff’s card requirements. For someone with a prior case, separating the two credentials is the first step.
The alcohol awareness card and what it certifies
Nevada’s alcoholic beverage awareness program is established under NRS 369.610 through 369.635. The card is issued after completion of a course from a private training provider certified by the Nevada Commission on Postsecondary Education, rather than by a police agency.
TAM of Nevada owns the TAM Card trademark and is one of several certified providers.
Clark County Code § 8.20.055 requires certain employees of liquor-licensed businesses to have a valid alcohol education card from a program certified under NRS 369. That requirement applies to employees who sell or serve alcoholic beverages, assist in controlling alcohol service, or perform certain security duties.
Under NRS 369.630, a covered employee generally must obtain the card within 30 days of hire. The statute places the compliance obligation on the business and establishes civil penalties for violations.
Nothing in that framework makes eligibility depend on criminal history. Neither NRS 369.625 nor NRS 369.630 conditions the alcohol awareness card on a background check. As a result, a person with a felony conviction or other criminal history may still take the course, pass the exam, and receive the card on the same terms as other applicants.
NRS 369.625 also limits the cost of a certified program and provides that the card remains valid for four years. It may be renewed by completing an approved program again, and it may be obtained before receiving a job offer.
The sheriff’s work card and what it screens
The LVMPD work card, or sheriff’s card, is a separate credential.
LVMPD’s Work Cards FAQ confirms that the terms sheriff’s card and work card refer to the same credential. Metro also explains that applicants are fingerprinted and screened according to the ordinance governing the particular position.
That distinction matters because Clark County does not use one identical criminal-history standard for every regulated occupation. General work identification card provisions govern some non-gaming jobs, while liquor-licensed businesses and other regulated industries may be subject to separate provisions.
The LVMPD Fingerprint Bureau can identify which requirements apply to a particular position.
The application process generally begins with a job offer. The employer completes a referral form, and the applicant then proceeds through fingerprinting and the work-card process. Unlike the TAM card, this is the credential that involves a criminal-history review.
The credential that actually screens your record
For bartenders, servers, cocktail servers, and similar workers with a criminal record, the potential problem is generally the work card, not the alcohol awareness card.
Clark County Code § 6.10.040 establishes general grounds that may apply to certain work identification cards. The section also explains that when another chapter specifically regulates a business or occupation, the more specific chapter controls instead.
Under the general provision, potential denial grounds include certain felony convictions involving violence, theft, fraud, or controlled substances within the preceding seven years. Certain gross misdemeanors may carry a three-year period, while other categories have their own lookback periods.
The important point is that the analysis may depend on both the type of offense and the time that has passed, as well as the ordinance governing the specific job.
LVMPD’s public information also makes clear that applicants with felony, gross misdemeanor, or misdemeanor records may still have the right to apply, and a denial may come with a right to appeal depending on the circumstances.
That does not guarantee approval. It does mean that a criminal record should not automatically be treated as a reason to abandon the application process.
Record Sealing Nevada’s guide to getting a Las Vegas work card re-issued after a denial explains that process in greater detail.
Effective July 1, 2026, LVMPD lists a new work-card application fee of $67, a renewal fee of $67, and an FBI background check fee of $39 when that federal check is required. That produces a total of $106 for applications requiring the FBI check.
Not every work-card application requires that federal background check. LVMPD states that the work card itself remains valid for five years from issuance.
For applicants whose prior case involves driving under the influence, Record Sealing Nevada’s Nevada DUI record sealing guide explains the separate waiting periods that may apply.
The effect of sealing on a work card application
Nevada law gives a sealed record significant legal effect.
Under NRS 179.285, once a record is sealed, the proceedings described in that record are generally deemed never to have occurred. The person whose record was sealed may answer accordingly when asked about the matter, including in connection with an employment application.
That rule is subject to the exceptions identified elsewhere in Nevada law, including NRS 179.301.
Those exceptions identify particular agencies and particular circumstances in which sealed records may still be inspected. Examples include certain gaming matters, insurance matters, specific prosecutorial circumstances, sex-offender registration provisions, and matters involving the State Board of Pardons Commissioners.
The statute also permits certain law-enforcement access to particular registry records within the circumstances described in Chapter 179B.
What the statute does not create is an unlimited right for every police agency, employer, or licensing authority to use sealed records for ordinary employment screening.
For a typical Clark County work-card application, the legal effect of sealing therefore matters both to what an applicant may lawfully disclose and to what an agency is legally permitted to consider.
That does not guarantee a particular application result. There is also a practical distinction between what a statute allows an agency to inspect and what information may appear during a fingerprint submission.
Record Sealing Nevada’s guides to what employers, landlords, and agencies may see after sealing and employer access to sealed Nevada records explore those issues in more detail.
Casino bars and gaming registration
The location of the bartending job can change which agency handles the background review.
A bartender working in a standalone restaurant may deal with LVMPD’s work-card process. A bartender working inside a casino may instead fall within Nevada’s gaming employee registration system.
Registered gaming employees are reviewed by the Nevada Gaming Control Board, not through the ordinary sheriff’s work-card process. Metro stopped issuing gaming cards in 2004, although fingerprints may still be submitted as part of that system.
This distinction is particularly important after record sealing because NRS 179.301 expressly addresses the Nevada Gaming Control Board and Gaming Commission.
Gaming is therefore one of the areas in which sealing does not necessarily eliminate an agency’s access to the underlying record.
NRS 179.301 allows gaming regulators to inspect certain sealed records when evaluating suitability for a gaming license or gaming employee registration. The effect of that information depends on the type of credential and whether the underlying event relates to the applicant’s suitability or qualifications.
Record Sealing Nevada’s guide to record sealing and Nevada gaming licenses explains how those rules may affect casino employees.
A Clark County rule, not a Nevada rule
The alcohol awareness program comes from Nevada law, but its application depends in part on the jurisdiction.
NRS 369.630 applies automatically in counties with populations of 100,000 or more. Smaller counties may also choose to participate.
That means Clark County and Washoe County fall within the requirement automatically, while some smaller Nevada jurisdictions may follow a different approach unless they have opted into the state program.
NRS 369.635 also limits the ability of local governments to adopt their own competing server-training requirements where the state program already applies.
The work identification card system, however, is governed separately by Clark County rules.
Workers outside Southern Nevada may therefore face different procedures. Record Sealing Nevada’s guide to record sealing in Reno and Washoe County explains some of those local differences.
Practical next steps before applying
For someone with a criminal record who wants a bartending or alcohol-service job, the order of operations matters.
The alcohol awareness class can generally be completed before receiving a job offer, and a prior conviction by itself is not a reason to avoid taking the class. The work card is the credential where criminal history can become relevant, and that process generally begins after an employer provides the required referral.
Before assuming that an old case will prevent approval, review what is actually on your record.
Record Sealing Nevada’s step-by-step guide to obtaining a SCOPE report explains how to request your Nevada criminal-history information.
If the record may qualify for sealing, eligibility depends on the offense category and applicable waiting period.
Under NRS 179.245, different waiting periods apply to different categories of felonies, gross misdemeanors, misdemeanors, DUI offenses, and domestic violence convictions. Some offenses cannot be sealed under the ordinary process.
Record Sealing Nevada’s Nevada record sealing eligibility and waiting periods guide provides the broader breakdown.
Hospitality hiring in Las Vegas often happens in seasonal waves, so understanding the status of your record before an application can reduce uncertainty when an opportunity appears.
Record Sealing Nevada can review a Nevada criminal record, identify which cases may potentially qualify for sealing, and prepare the required petitions when appropriate. Eligibility depends on the individual case, offense history, and applicable waiting periods.
Frequently Asked Questions
How long are a Nevada TAM card and LVMPD work card valid?
The two credentials operate on different renewal schedules. A Nevada alcohol education card issued through an approved program is generally valid for four years and may be renewed by completing the required program again.
An LVMPD work card is generally valid for five years from the date of issuance. Because the renewal periods are different, it is possible for a hospitality employee to have one valid credential while the other has already expired.
Do I have to disclose a Nevada juvenile adjudication on an LVMPD work card application?
According to LVMPD’s FAQ, an applicant generally does not need to disclose a Nevada juvenile adjudication from age 17 or younger on the work-card application.
The situation can be more complicated when the juvenile matter occurred in another state. Some jurisdictions may report juvenile matters differently, and information may potentially appear through federal criminal-history systems depending on how that state classified the case.
Is a food handler card the same as a TAM card or sheriff’s card?
No. The food handler card is a separate credential from both the alcohol awareness card and the LVMPD work card.
The Southern Nevada Health District administers the food-handler safety program for workers employed in qualifying food establishments. The credential is based on food-safety requirements rather than Nevada’s alcohol awareness laws or Clark County’s work-card rules.
The food handler card is generally valid for three years, which means hospitality workers may be managing three different credentials with three different renewal schedules.
Conclusion
A Nevada TAM card and an LVMPD work card serve different purposes. The alcohol awareness card confirms completion of required training and does not involve a criminal background check. The sheriff’s work card is the credential that may require fingerprinting and criminal-history screening.
For someone with a past conviction, that distinction can make a significant difference. A prior case may have no effect on obtaining the alcohol awareness card while still creating questions during the work-card process. Whether those questions affect an application depends on the offense, the applicable ordinance, how much time has passed, and whether the record has been sealed.
If a past Nevada case may be affecting your ability to obtain a work card or hospitality job, contact Record Sealing Nevada to review whether the record may qualify for sealing. You can also schedule a confidential consultation with a Las Vegas record sealing attorney to review your record, applicable waiting periods, and the next steps that may be available in your case.
