Nevada Rules to be Observed by Employers Poster Mandatory

STATE OF NEVADA
DR. KRISTOPHER SANCHEZ
Director

JOE LOMBARDO
Governor

BRETT K. HARRIS, ESQ
Labor Commissioner

DEPARTMENT OF BUSINESS AND INDUSTRY

OFFICE OF THE LABOR COMMISSIONER
RULES TO BE OBSERVED BY EMPLOYERS

EVERY EMPLOYER SHALL POST AND KEEP POSTED IN A VISIBLE AND OPEN AREA FOR
EMPLOYEES ON THE EMPLOYER’S PREMISES/PROPERTY THESE RULES TO BE OBSERVED BY
NEVADA EMPLOYERS SUMMARIZING NEVADA WAGE AND HOUR LAWS PURSUANT TO NEVADA
REVISED STATUTES (NRS) AND NEVADA ADMINISTRATIVE CODE (NAC) SECTIONS 607 AND 608
Summary of NRS and NAC Provisions and should not be considered legal advice - REVISED 1/16/2025
PLEASE NOTE: Every person, firm, association or corporation, or any agent, servant, employee, or officer of any
such firm, association, or corporation, who violates any of these NRS and NAC provisions may be guilty of a
misdemeanor and subject to penalties.
“The Legislature hereby finds and declares that the health and welfare of workers and the employment of persons
in private enterprise in this State are of concern to the State and that the health and welfare of persons required to
earn their livings by their own endeavors require certain safeguards as to hours of service, working conditions
and compensation therefor.”
1. Discharge of employee: Whenever an employer discharges an employee, the wages and compensation earned
and unpaid at the time of such discharge shall become due and payable immediately.
2. Quitting employee: Whenever an employee resigns or quits his employment, the wages and compensation
earned and unpaid at the time of his resignation or quitting must be paid no later than the day on which he would
have regularly been paid or 7 days after he resigns or quits, whichever is earlier.
3. An employer shall not employ an employee for a continuous period of 8 hours without permitting the employee
to have an uninterrupted meal period of at least one-half hour. Every employer shall authorize and permit covered
employees to take rest periods in the middle of each work period or as close to the middle of the work period as
possible. The duration of the rest periods shall be based on the total hours worked daily at the rate of 10 minutes
for each 4 hours or major fraction thereof. Authorized rest periods shall be counted as hours worked, for which there
shall be no deduction from wages.
4. Effective July 1, 2024, each employer shall pay a wage to each employee of not less than $12.00 per hour
worked. Pursuant to Article 15, Section 16(a) of the Constitution of the State of Nevada, and Assembly Bill (AB)
456 passed in 2019 during the 80th regular session of the Nevada Legislature, the above minimum wage rate shall
apply to all employees in the State of Nevada unless otherwise exempted. This rate applies to all employees
regardless of offered employer health benefits. Tips or gratuities received by employees shall not be credited as
being any part of or offset against the minimum wage rates. For Annual Minimum Wage notice, see
https://labor.nv.gov/Employer/Employer_Posters/.
5. An employer shall pay 1 1/2 times an employee’s regular wage rate whenever an employee whose wage rate is
less than 1 1/2 times the minimum wage:
(a) Works more than 40 hours in any scheduled week of work; or (b) Works more than 8 hours in any workday
unless by mutual agreement the employee works a scheduled 10 hours per day for 4 calendar days within any
scheduled week of work.
Carson City: 1818 E. College Parkway, Suite 102, Carson City, Nevada 89706 - Telephone (775) 684-1890 - Fax (775) 687-6409
Las Vegas: 3340 W. Sahara Avenue, Las Vegas, Nevada 89102 - Telephone (702) 486-2650 - Fax (702) 486-2660
www.labor.nv.gov
[email protected]

An employer shall pay 1 1/2 times an employee’s regular wage rate whenever an employee whose wage rate is 1
1/2 times, or more than the minimum wage works more than 40 hours in any scheduled week of work. See
https://labor.nv.gov/Employer/Employer_Posters/ for Annual Daily Overtime notice.
The above provisions do not apply to: (a) Employees who are not covered by the minimum wage provisions of
the Constitution (b) Outside buyers; (c) Employees in a retail or service business if their regular rate is more than
1 1/2 times the minimum wage, and more than half their compensation for a representative period comes from
commissions on goods or services, with the representative period being, to the extent allowed pursuant to federal
law, not less than one month; (d) Employees who are employed in bona fide executive, administrative or
professional capacities; (e) Employees covered by collective bargaining agreements which provide otherwise for
overtime; (f) Drivers, drivers’ helpers, loaders and mechanics for motor carriers subject to the Motor Carrier Act
of 1935, as amended; (g) Employees of a railroad; (h) Employees of a carrier by air; (i) Drivers or drivers’ helpers
making local deliveries and paid on a trip-rate basis or other delivery payment plan; (j) Drivers of taxicabs or
limousines; (k) Agricultural employees; (l) Employees of business enterprises having a gross sales volume of less
than $250,000 per year; (m) Any salesman or mechanic primarily engaged in selling or servicing automobiles,
trucks or farm equipment; and (n) A mechanic or workman for any hours to which the provisions of subsection 3
or 4 of NRS 338.020 apply. (O) A domestic worker who resides in the household where he or she works if the
domestic worker and his or her employer agree in writing to exempt the domestic worker from the requirements
of subsections 1 and 2. 4. As used in this section, “domestic worker” has the meaning ascribed to it in section 6 of
this act.
6. If mutually agreed upon by an employee and employer in writing to exclude from the employee’s wages a
regularly scheduled sleeping period not to exceed 8 hours if adequate sleeping facilities are furnished pursuant to
NRS section 608.0195.
7. Every employer shall establish and maintain records of wages for the benefit of his employees, showing for
each pay period the following information for each employee: (a) Gross wage or salary; (b) Deductions agreed to
in writing by the employer and employee for a specific purpose, pay period, and amount; (c) Net cash wage or
salary; (d) Total hours employed in the pay period by noting the number of hours per day; (e) Date of payment.
8. Wages must be paid semimonthly or more often.
9. Every employer shall establish and maintain regular paydays and shall post a notice setting forth those regular
paydays in 2 conspicuous places. After an employer establishes regular paydays and the place of payment, the
employer shall not change a regular payday or the place of payment unless, not fewer than 7 days before the
change is made, the employer provides the employees affected by the change with written notice in a manner that
is calculated to provide actual notice of the change to each such employee.
10. It is unlawful for any person to take all or part of any tips or gratuities bestowed upon his employees. Nothing
contained in this section shall be construed to prevent such employees from entering into an agreement to divide
such tips or gratuities among themselves.
11. An employer may not require an employee to rebate, refund or return any part of his or her wage, salary or
compensation. Also, an employer may not withhold or deduct any portion of such wages unless it is for the benefit
of and authorized by written order of the employee. Further, it is unlawful for any employer who has the legal
authority to decrease the wage, salary or compensation of an employee to implement such a decrease unless: (a)
Not less than 7 days before the employee performs any work at the decreased wage, salary or compensation, the
employer provides the employee with written notice of the decrease; or
(b) The employer complies with the requirements relating to the decrease that are imposed on the employer pursuant
to the provisions of any collective bargaining agreement or any contract between the employer and the employee.
12. All uniforms or accessories distinctive as to style, color or material shall be furnished, without cost, to
employees by their employer. If a uniform or accessory requires a special cleaning process, and cannot be easily
laundered by an employee, such employee's employer shall clean such uniform or accessory without cost to such
employee.

Carson City: 1818 E. College Parkway, Suite 102, Carson City, Nevada 89706 - Telephone (775) 684-1890 - Fax (775) 687-6409
Las Vegas: 3340 W. Sahara Avenue, Las Vegas, Nevada 89102 - Telephone (702) 486-2650 - Fax (702) 486-2660
www.labor.nv.gov
[email protected]

13. An employer: (a) Shall not require an employee to be physically present at his or her place of work in order to
notify his or her employer that he or she is sick or has sustained an injury that is not work-related and cannot work;
(b) May require an employee to notify the employer that he or she is sick or injured and cannot report for work.
14. An employer in private employment with not less than 50 employees shall provide paid leave to each employee
of the employer pursuant to the provisions of NRS section 608.0197 as follows: A. An employee is entitled to at
least 0.01923 hours of paid leave for each hour of work performed. B. Paid leave accrued may carry over for each
employee between his or her benefit years of employment, except an employer may limit the amount of paid leave
for each employee carried over to a maximum of 40 hours per benefit year. C. An employer shall: (1) Compensate
an employee for the paid leave available for use by that employee at the rate of pay at which the employee is
compensated at the time such leave is taken; and (2) Pay such compensation on the same payday as the hours
taken are normally paid. (See NRS section 608.0197 and Senate Bill 312 (2019) for full requirements and
exceptions)
15. In addition to the leave provided in NRS section 608.0197 an employer shall provide 2 to 4 hours of paid leave
to obtain a vaccination for COVID-19. Please see Senate bill 209 – 2021 Legislative Session for the full provisions.
https://www.leg.state.nv.us/App/NELIS/REL/81st2021/Bill/7670/Text#
16. NRS section 608.0197 subsection 2(b) states: An employer shall allow an employee to use paid leave for any
use, including, without limitation: (1) Treatment of a mental or physical illness, injury, or health condition. (2)
Receiving a medical diagnosis or medical care. (3) Receiving or participating in preventative care.
(4) Participating in caregiving; or (5) Addressing other personal needs related to the health of the employee. (See
Senate Bill 209 – 2021 Legislative Session)
17. NRS 608.0198: Employee entitled to leave related to domestic violence or sexual assault; uses of leave;
prohibited acts; required documentation; Labor Commissioner to prepare bulletin; posting; maintenance of
records; other rights, remedies and agreements unimpaired.
1. An employee who has been employed by an employer for at least 90 days and who is a victim of an act
which constitutes domestic violence or sexual assault, or whose family or household member is a victim of an
act which constitutes domestic violence or sexual assault, and the employee is not the alleged perpetrator, is
entitled to not more than 160 hours of leave in one 12-month period. Hours of leave provided pursuant to this
subsection:
(a) May be paid or unpaid by the employer;
(b) Must be used within the 12 months immediately following the date on which the act which constitutes
domestic violence or sexual assault occurred;
(c) May be used consecutively or intermittently; and
(d) If used for a reason for which leave may also be taken pursuant to the Family and Medical Leave Act
of 1993, 29 U.S.C. §§ 2601 et seq., must be deducted from the amount of leave the employee is entitled to take
pursuant to this section and from the amount of leave the employee is entitled to take pursuant to the Family
and Medical Leave Act of 1993, 29 U.S.C. §§ 2601 et seq.
2. An employee may use the hours of leave pursuant to subsection 1 as follows:
(a) An employee may use the hours of leave only:
(1) For the diagnosis, care or treatment of a health condition related to an act which constitutes
domestic violence or sexual assault committed against the employee or family or household member of the
employee;
(2) To obtain counseling or assistance related to an act which constitutes domestic violence or sexual
assault committed against the employee or family or household member of the employee;
(3) To participate in any court proceedings related to an act which constitutes domestic violence or
sexual assault committed against the employee or family or household member of the employee; or
(4) To establish a safety plan, including, without limitation, any action to increase the safety of the
employee or the family or household member of the employee from a future act which constitutes domestic
violence or sexual assault.
(b) After taking any hours of leave upon the occurrence of the act which constitutes domestic violence or
sexual assault, an employee shall give not less than 48 hours’ advance notice to his or her employer of the need
to use additional hours of leave for any purpose listed in paragraph (a).
3. An employer shall not:
(a) Deny an employee the right to use hours of leave in accordance with the conditions of this section;
(b) Require an employee to find a replacement worker as a condition of using hours of leave; or
(c) Retaliate against an employee for using hours of leave.

Carson City: 1818 E. College Parkway, Suite 102, Carson City, Nevada 89706 - Telephone (775) 684-1890 - Fax (775) 687-6409
Las Vegas: 3340 W. Sahara Avenue, Las Vegas, Nevada 89102 - Telephone (702) 486-2650 - Fax (702) 486-2660
www.labor.nv.gov
[email protected]

4. The employer of an employee who takes hours of leave pursuant to this section may require the employee
to provide to the employer documentation that confirms or supports the reason the employee provided for
requesting leave. Such documentation may include, without limitation, a police report, a copy of an application
for an order for protection, an affidavit from an organization which provides services to victims of domestic
violence or sexual assault or documentation from a physician. Any documentation provided to an employer
pursuant to this subsection is confidential and must be retained by the employer in a manner consistent with
the requirements of the Family and Medical Leave Act of 1993, 29 U.S.C. §§ 2601 et seq.
5. The Labor Commissioner shall prepare a bulletin which clearly sets forth the right to the benefits created
by this section. The Labor Commissioner shall post the bulletin on the Internet website maintained by the
Office of Labor Commissioner, if any, and shall require all employers to post the bulletin in a conspicuous
location in each workplace maintained by the employer. The bulletin may be included in any printed abstract
posted by the employer pursuant to NRS 608.013.
6. An employer shall maintain a record of the hours of leave taken pursuant to this section for each
employee for a 2-year period following the entry of such information in the record and, upon request, shall
make those records available for inspection by the Labor Commissioner. The employer shall exclude the
names of the employees from the records, unless a request for a record is for the purpose of an investigation.
7. The provisions of this section do not:
(a) Limit or abridge any other rights, remedies or procedures available under the law.
(b) Negate any other rights, remedies or procedures available to an aggrieved party.
(c) Prohibit, preempt or discourage any contract or other agreement that provides a more generous leave
benefit or paid leave benefit.
8. As used in this section:
(a) “Domestic violence” has the meaning ascribed to it in NRS 33.018.
(b) “Family or household member” means a:
(1) Spouse;
(2) Domestic partner;
(3) Minor child; or
(4) Parent or other adult person who is related within the first degree of consanguinity or affinity to
the employee, or other adult person who is or was actually residing with the employee at the time of the act
which constitutes domestic violence or sexual assault.
(c) “Sexual assault” has the meaning ascribed to it in NRS 200.366.
(Added to NRS by 2017, 3176; A 2023, 1230)
An employer in private employment shall post the required bulletins and notices available at:
https://labor.nv.gov/Employer/Employer_Posters/
1. Senate Bill 386, cited as the “Nevada Hospitality and Travel Workers Right to Return Act”, requires certain
employers to offer job positions to certain employees under certain conditions. This bill requires that certain
employees have an opportunity to return to their jobs when circumstances permit. See this link regarding
preliminary guidance on this bill. Senate Bill 386 Preliminary Guidance (nv.gov).
2. Senate Bill 293 prohibits an employer or employment agency from seeking or relying on the wage or salary
history of an applicant for employment; prohibits an employer or employment agency from refusing to interview,
hire, promote or employ an applicant or from discriminating or retaliating against an applicant if the applicant
does not provide wage or salary history. SB293 Overview (state.nv.us)
For additional information please visit WWW.LABOR.NV.GOV

Carson City: 1818 E. College Parkway, Suite 102, Carson City, Nevada 89706 - Telephone (775) 684-1890 - Fax (775) 687-6409
Las Vegas: 3340 W. Sahara Avenue, Las Vegas, Nevada 89102 - Telephone (702) 486-2650 - Fax (702) 486-2660
www.labor.nv.gov
[email protected]