Nevada employment law compliance requirements

Sexual harassment is a form of sex discrimination prohibited under Title VII.

42 U.S.C. § 2000e-2 · effective Jan 2020

Prohibits employment discrimination based on race, color, religion, sex, or national origin.

42 U.S.C. § 2000e et seq. · effective Jan 2020

WARN notices must include: whether closing/layoff is permanent or temporary, expected date, whether bumping rights exist, name/contact for company representative.

29 U.S.C. § 2102 · effective Jan 2020

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must offer affordable, minimum-value health coverage to full-time employees and their dependents or risk an employer shared responsibility payment.

26 U.S.C. § 4980H · effective Jan 2015

Agreement must advise employee to consult with attorney

29 U.S.C. § 626(f)(1)(E) · effective Oct 1990

Eligible employees entitled to 12 weeks unpaid leave

29 U.S.C. § 2612(a)(1) · effective Aug 1993

Employers must maintain anti-harassment policies

42 U.S.C. § 2000e-2 · effective Jul 1964

Private employers with 50 or more employees must provide at least 0.01923 hours of paid leave for each hour worked, which employees can use for any reason.

NRS 608.0197 · effective Jan 2020 · source

Employers must provide up to 160 hours of leave in a 12-month period to employees who are victims of domestic violence or whose family members are victims.

NRS 608.0198 · effective Jan 2017 · source

Employers must provide 60 days advance notice of plant closings (50+ employees) or mass layoffs (500+ or 50-499 if 33% of workforce).

29 U.S.C. § 2101 et seq. · effective Jan 2020

60 days advance notice for plant closings and mass layoffs

29 U.S.C. § 2102 · effective Feb 1989

Discharged employees must be paid immediately, while employees who quit must be paid within 7 days or by the next regular payday, whichever is earlier.

NRS 608.020; NRS 608.030 · effective Jul 1985 · source

Employees 40+ must be given 21 days to consider individual severance agreements

29 U.S.C. § 626(f)(1)(F)(i) · effective Oct 1990

Employees 40+ in group terminations must be given 45 days to consider

29 U.S.C. § 626(f)(1)(F)(ii) · effective Oct 1990

Employees 40+ must be given 21 days to consider a separation agreement that includes a release of age discrimination claims.

29 U.S.C. § 626(f)(1)(F) · effective Jan 2020

In group terminations, employees 40+ must be given 45 days to consider a separation agreement.

29 U.S.C. § 626(f)(1)(H) · effective Jan 2020

Employees who earn less than 1.5 times the state minimum wage must be paid overtime for hours worked over 8 in a 24-hour period.

NRS 608.018 · effective Jul 2024 · source

Overtime pay for hours worked over 40 in a workweek

29 U.S.C. § 207(a)(1) · effective Oct 1938

Nevada's minimum wage is $12.00 per hour for all covered employees, following the elimination of the two-tier system.

Nev. Const. art. XV, § 16; NRS 608.250 · effective Jul 2024 · source

Federal minimum wage rate

29 U.S.C. § 206(a)(1) · effective Jul 2009

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must file annual information returns (Forms 1094-C and 1095-C) with the IRS and furnish Form 1095-C to each full-time employee.

26 U.S.C. § 6056 · effective Jan 2015

Private employers with 100 or more employees (and certain federal contractors with 50 or more) must annually file the EEO-1 Component 1 Report with the EEOC, reporting workforce demographic data by job category, sex, race, and ethnicity.

42 U.S.C. § 2000e-8(c) · effective Jan 1966

Employers with 2 or more employees must provide a paid 10-minute rest period for every 4 hours worked and an unpaid 30-minute meal break for 8 continuous hours of work.

NRS 608.019 · effective Jul 2019 · source

Employees 40+ must have 7 days to revoke after signing

29 U.S.C. § 626(f)(1)(G) · effective Oct 1990

Non-compete agreements are void if they apply to hourly employees or restrict former employees from servicing clients who seek them out without solicitation.

NRS 613.195 · effective Oct 2021 · source

Employers must provide the wage or salary range to applicants who have completed an interview, and to current employees applying for promotion or transfer.

NRS 613.133 · effective Oct 2021 · source

Group terminations must disclose job titles and ages of affected employees

29 U.S.C. § 626(f)(1)(H) · effective Oct 1990