Nevada breaks, minors' hours, paid leave, final pay and records rules
HoursReady lists these Nevada rules and does not calculate them: meal and rest periods; minors' hours; paid leave: 0.01923 hours per hour worked; final pay when employment ends; records of wages.
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In the calculators: Nevada rules page available; automatic calculation coming. Until then the HoursReady calculators apply federal rules for Nevada and say so on screen.
Meal and rest periods
An employer may not employ an employee for a continuous period of 8 hours without a meal period of at least one-half hour. Rest periods are 10 minutes for each 4 hours worked or major fraction thereof, counted as hours worked, and are not needed when the total daily work time is less than 3 and one-half hours. The section does not apply where only one person is employed at a place of employment, or to employees under a collective bargaining agreement, and the Labor Commissioner may grant exemptions for business necessity. Not calculated: HoursReady shows no break flag or premium for Nevada.
Minors' hours (under 16; high school students at night)
A child under 16 may not work more than 40 hours in a week or more than 8 hours in a day (except as a motion picture performer or on a farm). A high school student who is 16 or older and under 19, and not emancipated, may not work between 11 p.m. and 6 a.m. on a night before a school day, with listed exceptions (lifeguard, arcade employee, performer, farm work) and exemptions a school or juvenile court may grant. A child under 14 may not work while the public schools are in session unless excused, and work under 14 in a store, shop, factory, mine or any other inside employment not connected with farmwork, housework or motion picture performing needs written permission from a district judge or an authorized officer. Not calculated.
Paid leave: 0.01923 hours per hour worked (employers with 50 or more employees)
A private employer with 50 or more employees in Nevada provides at least 0.01923 hours of paid leave for each hour worked, usable for any reason without giving one, from the 90th calendar day of employment. The employer may cap carry-over and use at 40 hours per benefit year, and may set a minimum use of up to 4 hours. Paid leave is paid at the rate of pay when taken, and each payday shows the hours available. Temporary, seasonal and on-call employees, employers in their first 2 years of operation, and employers with a policy at least as generous are excluded. Not calculated.
Final pay when employment ends
If the employer discharges an employee, or places the employee on nonworking status, the wages earned and unpaid are due immediately. If the employee resigns or quits, they are due on the earlier of the regular payday or seven days after quitting. If the employer does not pay within 3 days after the wages of a discharged employee, or of an employee placed on nonworking status, become due, or on the day they are due to an employee who resigns or quits, the wages continue at the same rate until paid or for 30 days, whichever is less. Paid leave under NRS 608.0197 need not be paid out at separation, but it is reinstated if the employee is rehired within 90 days after a separation that was not voluntary. Not calculated.
Records of wages (2 years); paid leave records (1 year)
Every employer keeps records of wages showing, for each pay period and each employee, gross wage or salary, deductions, net pay, total hours employed in the pay period by noting the hours per day, and the date of payment. They are kept for 2 years, and given to an employee within 10 days after a request. Records of paid leave under NRS 608.0197 are kept for 1 year. Not calculated.
This page explains published rules. It is not legal advice. Exemption questions need a professional. Not affiliated with the U.S. Department of Labor or any state agency.
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