New NV Overtime Rules in effect on July 1st.

STATE OF NEVADA DAILY OVERTIME

2018 ANNUAL BULLETIN

POSTED APRIL 1, 2018

State bulletin posted here

EMPLOYERS MUST PAY 1-1/2 TIMES AN EMPLOYEE’S REGULAR WAGE RATE WHENEVER AN EMPLOYEE WHO IS PAID LESS THAN 1-1/2 TIMES THE APPLICABLE MINIMUM WAGE RATE WORKS MORE THAN 40 HOURS IN ANY WORKWEEK OR MORE THAN 8 HOURS IN ANY WORKDAY, UNLESS OTHERWISE EXEMPTED. EMPLOYERS SHOULD REFER TO NRS 608.018 FOR FURTHER DETAILS ON OVERTIME REQUIREMENTS.

THE FOLLOWING AMOUNTS ARE THE WAGE RATES BELOW WHICH DAILY OVERTIME MAY BE APPLICABLE. THESE RATES ARE EFFECTIVE AS OF JULY 1, 2018.

FOR EMPLOYEES TO WHOM QUALIFYING HEALTH BENEFITS HAVE BEEN MADE AVAILABLE BY THE EMPLOYER:

IF THE EMPLOYEE IS PAID LESS THAN $10.875 PER HOUR

FOR ALL OTHER EMPLOYEES:

IF THE EMPLOYEE IS PAID LESS THAN $12.375 PER HOUR

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The minimum wage for employees who are offered qualified health benefits from their employers is $7.25 ($7.25 x 1.5 = $10.875) per hour and the minimum wage for employees who are not offered health benefits is $8.25 ($8.25 X 1.5 =$12.375) per hour.

Nevada is one of a few states with a daily overtime requirement in addition to the requirement to pay overtime for more than 40 hours in a workweek.

Employees who are offered qualified health benefits from their employers and earn less than $10.875 per hour, and employees earning less than $12.375 per hour who are not offered qualified health benefits must be paid overtime whenever they work more than 8 hours in a 24-hour period. Employees that are exempt from overtime under Nevada state law are not subject to these requirements.

Additional information regarding the minimum wage and daily overtime rates is available from the Office of the Labor Commissioner at: (702) 486-2650, Las Vegas; (775) 684-1890, Carson City.

The information in this blog post (“post”) is provided for general informational purposes only and may not reflect the current law in your jurisdiction. No information contained in this post should be construed as legal advice from The Arrietta Company. or the individual author, nor is it intended to be a substitute for legal counsel on any subject matter. No reader of this post should act or refrain from acting on the basis of any information included in, or accessible through, this Post without seeking the appropriate legal or other professional advice on the particular facts and circumstances at issue from a lawyer licensed in the recipient’s state, country or other appropriate licensing jurisdiction.