Nevada workers considered exempt or non-exempt are generally compliant with federal law. Exempt workers are those who, because of their work obligations and wages, are not legally entitled to overtime and are therefore “exempt” from overtime pay laws. Non-exempt workers are those whose duties do not fall within any of the exemptions under the FLSA or Nevada labor laws and are therefore entitled to overtime pay. However, there are a few exceptions and not all employees are subject to Nevada`s overtime laws. Nevada employers are required to provide employees with a meal of at least 30 minutes if they are working for an eight-hour uninterrupted period. Employers must give employees a break of at least 10 minutes per four hours of work. Those who work less than three and a half hours do not need a break, but if a break is granted, it must be paid. This is the first time Nevada employers who pay their employees $15.00 per hour have been subject to daily overtime. As a result of these minimum wage increases, Nevada employers may want to assess whether their employees are now eligible for daily overtime pay, how this daily overtime pay affects their business, whether it makes financial sense to increase hourly rates to avoid daily overtime pay, and whether they have the right procedures in place to track hours. Worked. Not all employees are eligible for “one and a half hours” of overtime pay under Nevada`s overtime laws. Ten examples of employees exempt from Nevada`s “time and a half” laws include: In terms of overtime pay, the rate is 1.5 times the employee`s normal rate. This applies to the two examples above (those who work more than 40 hours per week and those who work more than eight hours in a 24-hour period).
If your job falls into one of the four categories described above, you are not covered by federal or Nevada unemployment regulations and your employer is not required to pay you a premium on overtime. Overall, many Nevada-based employers are frustrated. This is mainly because many are confused about who is entitled and who is not. As noted in a 2016 Nevada Appeal article, more than 4 million U.S. workers were eligible for overtime pay. If the laws are in place to trigger overtime requirements and the employer refuses to pay overtime, it is illegal not to pay overtime. An employer can face administrative, civil and criminal proceedings if they fail to pay overtime. Simply designating an employee as an independent contractor or even entering into a written agreement is not enough to circumvent employment law on overtime pay. Several factors must be considered when determining whether a worker in Nevada is an employee or an independent contractor (aka 1099 employees) Copies of minimum wage and daily overtime bulletins can be downloaded from our membership portal, as well as other required job postings at the federal and state levels. Members who have our all-in-two labour law posting and annual poster update service can expect updates on minimum wage and daily overtime bookings in the coming months. Overtime pay, also known as “one-and-a-half-hour wages,” is one and a half times an employee`s regular hourly wage. As a result, Nevada`s overtime minimum wage is $15.75 per hour, which is one and a half times Nevada`s regular minimum wage of $10.50 per hour.
If you earn more than Nevada`s minimum wage rate, you are eligible for at least 1.5 times your regular hourly wage for all overtime worked. In this table, you`ll find Nevada`s current minimum wage system and overtime rates for “one and a half hours”: Since this law has only been in effect since July 1, 2015, many employers and employees are still unaware that overtime regulations exist. Unfortunately, this is a mistake that can cost quite a lot. With the increase in minimum wage rates, the thresholds for daily overtime also increase accordingly. Nevada is one of the few states to recognize daily overtime (overtime of more than 8 hours in a 24-hour period) and overtime after 40 hours in a work week. Due to Nevada`s single minimum wage system, there are also two thresholds for daily overtime. Officers, directors and other professionals earning at least $455 per week are not required to work overtime under section 13(a)(1) of the Fair Labour Standards Act. Not all employees are eligible.
Workers who already have a wage rate higher than 1.5 times the state minimum wage are exempt from overtime.