2012 Nevada State Labor Law Poster Includes:
-Nevada Minimum Wage (Updated)-Lie Detector Tests
-Tip Notice
-Discrimination Notice (Updated 9/11)
-Workers’ Compensation
-Nevada Overtime Laws
-Safety & Health Protection
-Employment Security
-Unemployment Insurance Benefits -Overtime Law
-Payday Notice
-Emergency Phone Numbers The new NLRA notice comes with a mandatory size
requirement of 11” x 17”. Who is exempt from the NLRA Notice?Most
private employers are required to post the NLRA Poster. The law
specifically excludes public sector employees, agricultural and
domestic workers, independent contractors, workers employed by a parent
or spouse, and employees of air and rail carriers covered by the
Railway Labor Act.
For Nevada Labor Law Poster Facts please click on Labor Law Quick Facts.
Nevada employers must pay a wage to each employee
of $8.25 with no health insurance benefits provided by employer, or
$7.25 with health insurance benefits provided by employer and received
by employee. 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.*
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 must 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.* An employer must pay 1 1/2 times an
employee’s regular wage rate whenever an employee who receives
compensation for employment at a rate less than 1 1/2 times the minimum
rate prescribed pursuant to the Constitution of the State of Nevada.
Every employer must establish and maintain regular paydays and must
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 must 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.*
*NOT LEGAL ADVICE OR OPINION. PLEASE CONSULT LEGAL EXPERT IN YOUR LOCAL AREA.
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