| Fair Employment Practices | Employers with 15 or more employees are not permitted to discriminate based on protected characteristics, such as race (including hair texture and protective hairstyles), color, national origin, age, gender, religion, disability, genetic information, sexual orientation, and gender identity, according to the Nevada Fair Employment Practises Act (NFEPA).
The legislation also forbids discrimination against workers who use legal substances (such as alcohol or cigarettes) outside of the employer's property and outside of working hours as long as it has no adverse effects on their ability to do their jobs or the safety of other workers.
The NFEPA also forbids retaliation and harassment as forms of discrimination. |
| Equal Pay | Nevada law forbids pay discrimination based on a person's sexual orientation for employment that requires an equivalent level of skill, effort, and responsibility that is carried out in a setting with comparable working conditions. |
| Discussion of Wages | According to the NFEPA, an employer is banned from discriminating against an employee or candidate for asking about, discussing, or voluntarily disclosing their or another employee's salary. |
| Pregnancy Accommodation | According to the Nevada Pregnant Workers Fairness Act, employers with 15 or more employees must make reasonable accommodations for current workers and potential hires with a condition linked to pregnancy, childbirth, or a situation closely related to these conditions. |
| Access to Personnel Files | Employees with a minimum of 60 days on the job are entitled to see and copy any personnel records used to evaluate their credentials or as a basis for any disciplinary action against them, including termination. |
| Criminal Checks | The criminal background of a job candidate may be taken into account by a Nevada employer as part of the pre-employment screening procedure. |
| Credit Checks | In Nevada, it is typically against the law for an employer to make a job offer contingent on a potential employee's consumer credit report or other credit data. Additionally, an employer must accept a job application from a candidate who declines, refuses, or fails to provide such credit information. |
| Minimum Wage | The availability of qualified health benefits by a covered employer to employees affects the minimum wage rate in Nevada. If the company gives health insurance, the minimum salary is $9.50 per hour. The minimum wage is $10.50 per hour if the employer offers no health benefits. Every year on July 1st, the minimum wage rate may be raised to account for inflation. |
| Overtime | Employers in Nevada are generally required to pay nonexempt workers one and a half times their regular pay rate anytime they clock in for more than 40 hours within a scheduled workweek. |
| Meal Breaks | An employee is given one uninterrupted, unpaid meal break of 30 minutes after a continuous eight-hour shift. |
| Breastfeeding Breaks | Employers in Nevada must give mothers of infants under one appropriate break time and access to a private, clean area other than the lavatory where they can express breast milk. |
| Child Labor | According to Nevada's child labor regulations, all minors are prohibited from working in certain occupations, such as begging, receiving alms, or in any mendicant occupation, as a messenger delivering letters, telegrams, packages, or bundles to any house of prostitution or assignation, in any public dance hall where alcoholic beverages are dispensed, or in any area of a casino. |
| Health Care Continuation | If an employee is on leave without pay due to a total disability, group insurance in Nevada must provide health care coverage for them for 12 months. |
| Pay Frequency | An employer must place notifications outlining regular paydays and the payment location in at least two visible areas. A change in payday or location must give employees written notice at least seven days in advance. |
| Wage Deductions | Any deductions from an employee's pay that are mandated by law (such as child support withholding, creditor garnishment, or tax levies) may also be made for hospital association dues, rates, or assessments, as well as for any other department or organization maintained by employers or employees for the benefit of employees. These deductions must be approved in writing by the employee. Additionally, an employer is not permitted to deduct the expense of uniforms. |
| Leaves of Absence | Nevada has several regulations governing mandated vacation time and employee leaves of absence. These rules concern employers with 50 or more employees, and they cover such things as paid leave, kin care leave, jury duty leave, witness leave, voting leave, legislative leave, military leave, emergency responder leave, and leave for school-related activities. |
| Occupational Safety and Health | According to the Nevada Occupational Safety and Health Act, employers in Nevada are required to provide employees with employment and a work environment free of recognized hazards that kill or seriously injure them physically, to provide and use safety equipment and safeguards, to adopt and use procedures, means, and means that are adequate to make employment safe, to post notices informing workers of their rights and responsibilities, and a variety of other requirements. |
| Smoke-Free Workplace | According to the Nevada Clean Indoor Air Act, nearly all indoor workplaces are non-smoking zones. |
| Safe Driving Practices | In Nevada, using handheld cellular phones or other wireless communication devices while operating a motor vehicle is strictly forbidden. |
| Final Pay | Final earnings must be sent out immediately when an employee is terminated. Furthermore, final earnings must be paid to an employee who voluntarily leaves or resigns by the employee's next regular payday or within seven days, whichever comes first.
After 40 days following the employee's death, an employer may pay the surviving spouse or dependent children up to $20,000 in unpaid wages to the deceased employee. |
