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OSHA30Construction Online Training in Nevada

Nevada’s official “State Plan” is administered by the Nevada Occupational Safety and Health Administration (also known as Nevada OSHA) under the Division of Industrial Relations, Department of Business and Industry.

Not only is Nevada OSHA accountable for the enforcement of Nevada OSHA safety and health standards, but it also employs the Nevada Operations Manual (NOM) to provide knowledge for the enforcement program.

Although Nevada OSHA covers all state and local government employees, it also applies to private-sector employers in the state, with the following exceptions:

  1. Maritime employment, including shipyard employment, marine terminals, and longshoring;
  2. Contract workers and contractor-operated facilities engaged in United States Postal Service (USPS) mail operations;
  3. Contractors and subcontractors on land under exclusive federal jurisdiction;
  4. Private-sector employment on military facilities and bases;
  5. Employment on Indian land;
  6. All working conditions of aircraft cabin crew members onboard aircraft in operation; and
  7. Any hazard, industry, geographical area, operation, or facility over which the state cannot effectively exercise jurisdiction for reasons unrelated to the required performance or structure of the plan.

State Plan Standards and Regulations

Although Nevada OSHA has included most OSHA standards by reference, it also has the following standards, which are state-specific:

General Industry

  • Safety Programs
  • Cranes
  • Asbestos
  • Explosives
  • Ammonium Perchlorate
  • Photovoltaic System Installation
  • Sanitation
  • Hazard Communication


  • Cranes
  • Steel Erection
  • Asbestos

In Nevada, most construction employers favor OSHA 30 certified staff over untrained labor. It is encouraged for workers who are interested in management or supervisory positions in the construction industry to register for online OSHA 30 training in Nevada because the course OSHA30Construction includes important safety subjects relevant to job operations.

4.9 (251 Ratings)
Unlock the best site safety procedures and prevention measures through OSHA 30-Hour Construction Training and save yourself and your company from serious OSHA violations.
30 HRS
$189 $150
4.7 (165 Ratings)
Unlock the best site safety procedures and prevention measures through OSHA 30-Hour Construction Training and save yourself and your company from s...
30 HRS
$189 $150
4.5 (107 Ratings)
Unlock the best site safety procedures and prevention measures through OSHA 30-Hour Construction Training and save yourself and your company from serious OSHA violations.
30 HRS
$189 $150

Investing in an OSHA30Construction training course also has a variety of advantages, including:


  • Preventing OSHA penalties and expensive charges.
  • Reduction of workers’ compensation costs.
  • Enhancing the profitability and productivity of the workplace.

Construction Industry Statistics in Nevada

In Nevada, construction is particularly significant. Construction contributed $51.3 billion or 7.4% of the state’s $193 billion GDP in 2021. In comparison to other states, this state had a higher GDP share.

Nevada saw private nonresidential spending reach $4.8 billion in 2021. $2.8 billion was spent on state and municipal expenses.

Nevada had 103,100 people employed in the construction industry in August 2022, up 4,700 (4.8%) from August 2021 and 3.8% from February 2020.

Four out of Nevada’s top five construction occupations paid more annually than the average wage for all state workers in 2021.

30-Hours OSHA Construction

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Labor Laws in Nevada

Fair Employment PracticesEmployers 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 PayNevada 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 WagesAccording 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 AccommodationAccording 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 FilesEmployees 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 ChecksThe criminal background of a job candidate may be taken into account by a Nevada employer as part of the pre-employment screening procedure.
Credit ChecksIn 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 WageThe 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.
OvertimeEmployers 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 BreaksAn employee is given one uninterrupted, unpaid meal break of 30 minutes after a continuous eight-hour shift.
Breastfeeding BreaksEmployers 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 LaborAccording 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 ContinuationIf 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 FrequencyAn 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 DeductionsAny 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 AbsenceNevada 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 HealthAccording 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 WorkplaceAccording to the Nevada Clean Indoor Air Act, nearly all indoor workplaces are non-smoking zones.
Safe Driving PracticesIn Nevada, using handheld cellular phones or other wireless communication devices while operating a motor vehicle is strictly forbidden.
Final PayFinal 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.

Frequently Asked Questions

Safety supervisor, Safety manager, Site safety and health officer, Forklift operator, Foreman, Electrical technician etc.

There is no stated expiry date by OSHA. However, employees must renew their OSHA cards every five years due to specific changes in occupational standards

Yes, an Online OSHA 30-hour training course is accepted in Nevada.

The main office is located in Las Vegas.

Nevada has its own official state plan which covers all state and local government as well as most private sector workers. Though most of the OSHA standards are incorporated by Nevada OSHA, Federal OSHA encompasses those issues which are not covered by the Nevada state plan.

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