Nevada Rules to be Observed by Employers Poster Required

RULES TO BE OBSERVED BY EMPLOYERS 
 
          EVERY EMPLOYER SHALL POST AND KEEP CONSPICUOUSLY POSTED IN OR ABOUT THE PREMISES WHEREIN ANY EMPLOYEE IS EMPLOYED THIS ABSTRACT OF THE NEVADA WAGE AND HOUR LAWS (NRS 608)  PLEASE NOTE: Every person, firm, association or corporation, or any agent, servant, employee or officer of any such firm, association or corporation, violating any of these provisions is guilty of a misdemeanor. ________________    
The legislature hereby finds and declares that the health and welfare of workers and the employment of persons in private enterprises in this state 
are of concern to the state and 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  a  meal  period  of  at  least  one-half hour.  No period of less than 30 minutes interrupts a continuous period of work.  4. Every employer shall authorize and permit covered employees to take rest periods, which, insofar as practicable, shall be in the middle of each work period. 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.  5. Effective July 1, 2010 each employer shall pay a wage to each employee of not less than $7.25 per hour worked if the employer provides health benefits, or $8.25 per hour if the employer does not provide health benefits. Offering health benefits means making health insurance available to the employee for the employee  and  the  employee’s  dependents  at  a  total  cost  to  the  employee  for  premiums  of  not  more  than  10 percent  of  the  employee’s  gross  taxable income from the employer. Tips or gratuities received by employees shall not be credited as being any part of or offset against the minimum wage rates.   6. A part of wages or compensation may, if mutually agreed upon by an employee and employer in the contract of employment, consist of meals. In no case shall  the  value  of the  meals consumed by such  employee be computed or  valued at  more than 35 cents for  each  breakfast actually consumed, 45 cents for each lunch actually consumed, and 70 cents for each dinner actually consumed.  7. 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  rate prescribed pursuant to the Constitution of the State of Nevada: (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  rate prescribed pursuant to the Constitution, 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.  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; (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  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.  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.  For additional information or exceptions, contact the Nevada State Labor Commissioner: Carson City 775-687-4850 or Las Vegas 702-486-2650 TOLL FREE: 1-800-992-0900 Ext. 4850              Internet: www.LaborCommissioner.com  BRIAN SANDOVAL Governor  State of Nevada 
THORAN TOWLER Nevada Labor Commissioner BRUCE BRESLOW Director Nevada Department of Business & Industry   REVISED 11-13-2012