Nevada Rules to be Observed by Employers Poster Required
The Rules to be Observed by Employers is a labor law posters poster by the Nevada Department Of Business and Industry. This is a mandatory posting for all employers in Nevada, and businesses who fail to comply may be subject to fines or sanctions.
Updated 3/2016. This poster must be posted in a conspicuous place where all employees will see it. This poster describes all of the requirements employers must follow with respect to conduct with employers regarding firing and quitting employees, wages, tips and uniforms.
NV All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both Nevada and Federal poster requirements by clicking here .
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 PURSU ANT TO NEVADA REVISED STATUTES (NRS) AND NEVADA ADMINISTRATIVE CODE (NAC) SECTIONS 607 AND 608 P LEASE NOTE: Every person, firm, association or corporation, or any agent, servant, employee or officer of any such firm, association or corporation, who viola tes 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 con cern 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 . Discharg e of emp loyee: Whenever an emp loyer discharges an employee, the wages and compensation earned and un paid at the time of such d ischarge shall become due and payable immediately . 2 . Quittin g employee: Whenever an employee resig ns or qu its his emplo yment, the wages and co mpensation earn ed and unpaid at the time of his resignation or qu itting mu st be paid no later than the day on which he wo uld have regularly been paid or 7 days after he resig ns or quits, whichev er is earlier. 3 . An emp loyer shall not employ an employee for a continuous period o f 8 hours without permitting the employee to have an uninterrupted meal period of at least one-h alf h our. 4 . Every employer shall authorize and permit covered employees to tak e rest periods in the middle of each work p erio d o r as close to the middle of the work perio d as possib le. The duration of the rest periods shall be based on the total hours worked daily at the rate o f 10 minutes for each 4 hours or major fraction thereof. Authorized rest periods sh all b e counted as hours worked, for which there shall be no deduction from wages. 5 . Effective July 1, 2020, each employer shall pay a wage to each employee of no t less than $8.00 per hour worked if the employer offers qualified health b enefits, or $9.00 per hour if the emplo yer does not offer q ualified health benefits. Offering health benefits means making qualified health benefits available to the employee fo r the employee an d the employ ee’s dep endents at a total cost to the employee for premiums of not more than 10 percent of the employee’s gross tax able income from the employer. Tips or gratuities received by emp loyees sh all not be credited as being any part of or o ffset against the minimum wage rates or the 10 percent premium for qualified h ealth benefits. 6 . An employer shall pay 1 1/2 times an employee’s regu lar wage rate wh enever 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. 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. 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 ½ 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. 7. 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. 8. 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. 9. Wages must be paid semimonthly or more often. 10. 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. 11. 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. 12. 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 tha n 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 i mposed on the employer pursuant to the provisions of any collective bargaining agreement or any contract between the employer and the employee. 13. 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. 14. 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 n ot 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. 15. 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 Senate Bill 312 passed during the 2019 Legislative Session 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 Senate Bill 312 for full requirements and exceptions) For additional information please contact the Nevada State Labor Commissioner: Carson City 775- 684-1890 or Las Vegas 702 -486 -2650 TOLL FREE: 1 -800- 992-0900 Ext. 4850 - www.labor.nv.gov *Summa ry of NRS and NAC Provisions and should not be considered legal advice - REVISED 6-30-20
Other Nevada Labor Law Posters 4 PDFS
There are an additional 24 optional and mandatory Nevada labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.
- Original poster PDF https://labor.nv.gov/uploadedFiles/labornvgov/content/Employer/Rules%20to%20be%20Observed%20by%20Employers%20June%202019.pdf , updated June 2023
- Nevada Labor Law Posters at https://business.nv.gov/Resource_Center/Workplace_Poster_Requirements/
- Nevada Department Of Business and Industry
While we do our best to keep our list of Nevada labor law posters up to date and complete, we cannot be held liable for errors or omissions. Is the poster on this page out-of-date or not working? Please let us know and we will fix it ASAP.