reglab/statecodes huggingface dataset:
2023 Nevada Revised Statutes › Chapter 607 - Labor Commissioner › NRS 607.205 - Power of Labor Commissioner to conduct hearings and issue decisions.

In aid of the Labor Commissioner’s enforcement responsibilities under the labor laws of the State of Nevada, the Labor Commissioner or a person designated by the Labor Commissioner may conduct hearings and issue decisions thereon in the manner set forth in NRS 607.207.
(Added to NRS by 1975, 530; A 1985, 759; 2001, 563; 2003, 794)
2023 Nevada Revised Statutes › Chapter 607 - Labor Commissioner › NRS 607.207 - Notice and conduct of hearing.

1. When an enforcement question is presented under any labor law of the State of Nevada, the determination of which is not exclusively vested in another officer, board or commission, the Labor Commissioner or a person designated by the Labor Commissioner may conduct a hearing in any place convenient to the parties, if practicable, and otherwise in a place chosen by the Labor Commissioner.
2. Notice of the hearing must be given by registered or certified mail to each party and to any person who has in writing requested such notice. The hearing must be conducted not less than 15 days after the mailing of the notices. The proceedings must be recorded and one copy must be provided at cost to any party who requests it. The Labor Commissioner or a person designated by the Labor Commissioner shall, in any such hearing, make full use of the authority conferred upon him or her by NRS 607.210.
(Added to NRS by 1975, 530; A 1977, 81; 2001, 563)
2023 Nevada Revised Statutes › Chapter 607 - Labor Commissioner › NRS 607.210 - Power of Labor Commissioner to take testimony and issue subpoenas; witness fees; penalty for noncompliance with subpoena.

1. The Labor Commissioner or a person designated by the Labor Commissioner may take testimony in all matters relating to the duties and requirements of this chapter in a suitable place in the vicinity to which the testimony is applicable.
2. The Labor Commissioner or a person designated by the Labor Commissioner may compel the attendance of witnesses, and may issue subpoenas. No witness fees may be paid to any witness unless the witness is required to testify at a place more than 5 miles from the witness’s place of residence, in which event the witness is entitled to be paid the same fees as a witness before a district court. Payment must be made from the fund appropriated for those purposes in the county in which the testimony is taken and the witness examined in the same manner as provided for the payment of witness fees in the district court of that county.
3. Any person subpoenaed pursuant to the provisions of this chapter who willfully refuses or neglects to testify at the time and place named in the subpoena is guilty of a misdemeanor.
[8:203:1915; 1919 RL p. 3085; NCL § 2756]—(NRS A 1967, 622; 1975, 531; 1981, 95; 2001, 564)
2023 Nevada Revised Statutes › Chapter 607 - Labor Commissioner › NRS 607.215 - Decision of Labor Commissioner or designee after hearing: Issuance; enforceability; judicial review.

1. Within 30 days after the conclusion of the hearing provided for in NRS 607.207, the Labor Commissioner or a person designated by the Labor Commissioner shall issue a written decision, setting forth findings of fact and conclusions of law developed at the hearing.
2. The decision, together with the findings of fact and conclusions of law, must be mailed to each of the parties to whom the notice of the hearing was mailed and to any other persons who may have requested notice of the hearing. The decision becomes enforceable 10 days after the mailing.
3. Upon a petition for judicial review, the court may order trial de novo.
4. A decision issued pursuant to this section is binding on all parties and has the force of law.
(Added to NRS by 1975, 531; A 1977, 82; 2001, 564)
2023 Nevada Revised Statutes › Chapter 607 - Labor Commissioner › NRS 607.217 - Communication of information relating to employee misclassification among Labor Commissioner, certain state agencies and the Attorney General.

1. The offices of the Labor Commissioner, Division of Industrial Relations of the Department of Business and Industry, Employment Security Division of the Department of Employment, Training and Rehabilitation, Department of Taxation and Attorney General shall communicate between their respective offices information relating to suspected or actual employee misclassification which is received in the performance of their official duties, regardless of whether the information is otherwise declared by law to be confidential. Any information that is communicated between their respective offices relating to suspected or actual employee misclassification pursuant to this section which is otherwise declared by law to be confidential must otherwise be maintained under the terms and conditions required by law.
2. As used in this section, unless the context otherwise requires, "employee misclassification" means the practice by an employer of improperly classifying employees as independent contractors to avoid any legal obligation under state labor, employment and tax laws, including, without limitation, the laws governing minimum wage, overtime, unemployment insurance, workers’ compensation insurance, temporary disability insurance, the payment of wages and payroll taxes.
(Added to NRS by 2019, 3157; A 2023, 1805)
2023 Nevada Revised Statutes › Chapter 607 - Labor Commissioner › NRS 607.220 - Complaint by Labor Commissioner; prosecution by Attorney General.

Upon the complaint of the Labor Commissioner, the Attorney General shall prosecute all criminal violations of law that are reported to the Attorney General by the Labor Commissioner.
[13:203:1915; 1919 RL p. 3086; NCL § 2761]—(NRS A 1997, 195; 2001, 564)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.005 - Legislative declaration.

The Legislature hereby finds and declares that the health and welfare of workers and the employment of persons in private enterprise in this State are of concern to the State and that the health and welfare of persons required to earn their livings by their own endeavors require certain safeguards as to hours of service, working conditions and compensation therefor.
(Added to NRS by 1975, 1582)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.007 - Definitions.

As used in this chapter, unless the context otherwise requires, the words and terms defined in NRS 608.009 to 608.0126, inclusive, have the meanings ascribed to them in those sections.
(Added to NRS by 1985, 577; A 2017, 4178)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.009 - "Domestic service employee" defined.

"Domestic service employee" means an employee who performs any household service in or about a private residence or any other location at which a person resides. The term includes, without limitation:
1. Caregivers and other persons who are employed at a residential facility for groups, as defined in NRS 449.017; and
2. Companions, babysitters, cooks, waiters, valets, housekeepers, nannies, nurses, janitors, persons employed to launder clothes and linens, caretakers, persons who perform minor repairs, gardeners, home health aides, personal care aides and chauffeurs of automobiles for family use.
(Added to NRS by 2017, 4177)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.010 - "Employee" defined.

"Employee" includes both male and female persons in the service of an employer under any appointment or contract of hire or apprenticeship, express or implied, oral or written, whether lawfully or unlawfully employed.
[Part 1:71:1919; A 1937, 52; 1931 NCL § 2775]—(NRS A 1975, 1582; 1985, 578; 2003, 1518)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.0116 - "Professional" defined.

"Professional" means pertaining to:
1. An employee who is licensed or certified by the State of Nevada for and engaged in the practice of law or any of the professions regulated by chapters 623 to 645, inclusive, 645G and 656A of NRS.
2. A creative professional as described in 29 C.F.R. § 541.302 who is not an employee of a contractor as that term is defined in NRS 624.020.
(Added to NRS by 1985, 578; A 1991, 994; 1999, 3074; 2001, 1778; 2003, 912; 2005, 1140; 2011, 878, 1099, 1521; 2023, 1708)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.012 - "Wages" defined.

"Wages" means:
1. The amount which an employer agrees to pay an employee for the time the employee has worked, computed in proportion to time;
2. Commissions owed the employee; and
3. Amounts due to a discharged employee, an employee placed on nonworking status pursuant to NRS 608.020 or an employee who resigns or quits pursuant to NRS 608.040,
but excludes any bonus or arrangement to share profits.
(Added to NRS by 1985, 578; A 2021, 1763; 2023, 584)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.015 - Unlawful to induce employee to refrain from testifying.

It is unlawful for any person by force, intimidation, threat of procuring dismissal from employment or in any other manner to induce or attempt to induce an employee to refrain from testifying in any investigation or proceeding relating to or arising under this chapter, or to discharge or penalize any employee for so testifying.
(Added to NRS by 1975, 1582)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.016 - Payment for each hour of work; trial or break-in period not excepted.

Except as otherwise provided in NRS 608.0195 and 608.215, an employer shall pay to the employee wages for each hour the employee works. An employer shall not require an employee to work without wages during a trial or break-in period.
(Added to NRS by 1985, 578; A 2015, 2718; 2017, 4178)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.0165 - Basis for payment of employee who manufactures or uses explosives; penalty.

1. Except as otherwise provided in this section, wages or compensation paid to an employee whose duties include the manufacture of an explosive, or the use, processing, handling, on-site movement or storage of an explosive that is related to its manufacture, must be based solely on the number of hours the employee works. The provisions of this subsection do not apply to persons employed in the mining industry.
2. Any person who violates the provisions of subsection 1:
(a) For the first violation, shall be punished by a fine of not less than $10,000 nor more than $20,000.
(b) For the second or any subsequent violation, shall be punished by a fine of not less than $20,000 nor more than $50,000.
3. Except as otherwise provided in subsection 4, as used in this section, "explosive" means gunpowders, powders used for blasting, all forms of high explosives, blasting materials, fuses other than electric circuit breakers, detonators and other detonating agents, smokeless powders, other explosive or incendiary devices and any chemical compound, mechanical mixture or device that contains any oxidizing and combustible units, or other ingredients, in such proportions, quantities or packing that ignition by fire, friction, concussion, percussion or detonation of the compound, mixture or device or any part thereof may cause an explosion.
4. For the purposes of this section, an explosive does not include:
(a) Ammunition for small arms, or any component thereof;
(b) Black powder commercially manufactured in quantities that do not exceed 50 pounds, percussion caps, safety and pyrotechnic fuses, quills, quick and slow matches, and friction primers that are intended to be used solely for sporting, recreation or cultural purposes:
(1) In an antique firearm, as that term is defined in 18 U.S.C. § 921(a)(16), as that section existed on January 1, 1999; or
(2) In an antique device which is exempted from the definition of "destructive device" pursuant to 18 U.S.C. § 921(a)(4), as that section existed on January 1, 1999; or
(c) Any explosive that is manufactured under the regulation of a military department of the United States, or that is distributed to, or possessed or stored by, the military or naval service or any other agency of the United States, or an arsenal, a navy yard, a depot or any other establishment owned by or operated on behalf of the United States.
(Added to NRS by 1999, 1114)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.017 - Discrimination on basis of sex prohibited; exceptions.

1. It is unlawful for any employer to discriminate between employees, employed within the same establishment, on the basis of sex by paying lower wages to one employee than the wages paid to an employee of the opposite sex who performs equal work which requires equal skill, effort and responsibility and which is performed under similar working conditions.
2. The provisions of subsection 1 do not apply where wages are paid pursuant to:
(a) A seniority system;
(b) A merit system;
(c) A compensation system under which wages are determined by the quality or quantity of production; or
(d) A wage differential based on factors other than sex.
3. An employer who violates the provisions of this section shall not reduce the wages of any employees in order to comply with such provisions.
(Added to NRS by 1975, 1584)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.019 - Periods for meals and rest.

1. An employer shall not employ an employee for a continuous period of 8 hours without permitting the employee to have a meal period of at least one-half hour. No period of less than 30 minutes interrupts a continuous period of work for the purposes of this subsection.
2. Every employer shall authorize and permit all his or her employees to take rest periods, which, insofar as practicable, shall be in the middle of each work period. The duration of the rest periods shall be based on the total hours worked daily at the rate of 10 minutes for each 4 hours or major fraction thereof. Rest periods need not be authorized however for employees whose total daily work time is less than 3 and one-half hours. Authorized rest periods shall be counted as hours worked, for which there shall be no deduction from wages.
3. This section does not apply to:
(a) Situations where only one person is employed at a particular place of employment.
(b) Employees included within the provisions of a collective bargaining agreement.
4. An employer may apply to the Labor Commissioner for an exemption from providing to all or to one or more defined categories of his or her employees one or more of the benefits conferred by this section. The Labor Commissioner may grant the exemption if the Labor Commissioner believes the employer has shown sufficient evidence that business necessity precludes providing such benefits. Any exemption so granted shall apply to members of either sex.
5. The Labor Commissioner may by regulation exempt a defined category of employers from providing to all or to one or more defined categories of their employees one or more of the benefits conferred by this section, upon the Labor Commissioner’s own motion or upon the application of an association of employers. Each such application shall be considered at a hearing and may be granted if the Labor Commissioner finds that business necessity precludes providing that particular benefit or benefits to the employees affected. Any exemption so granted shall apply to members of either sex.
(Added to NRS by 1975, 1583; A 1977, 82)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.0193 - Employer required to provide break time to express breast milk; compensation pursuant to collective bargaining agreement; reasonable alternative to alleviate undue hardship; retaliation prohibited; exceptions.

1. Except as otherwise provided in subsections 3, 5 and 6, each employer shall provide an employee who is the mother of a child under 1 year of age with:
(a) Reasonable break time, with or without compensation, for the employee to express breast milk as needed; and
(b) A place, other than a bathroom, that is reasonably free from dirt or pollution, which is protected from the view of others and free from intrusion by others where the employee may express breast milk.
2. If break time is required to be compensated pursuant to a collective bargaining agreement entered into by an employer and an employee organization, any break time taken pursuant to subsection 1 by an employee which is covered by the collective bargaining agreement must be compensated.
3. If an employer determines that complying with the provisions of subsection 1 will cause an undue hardship considering the size, financial resources, nature and structure of the business of the employer, the employer may meet with the employee to agree upon a reasonable alternative. If the parties are not able to reach an agreement, the employer may require the employee to accept a reasonable alternative selected by the employer.
4. An employer shall not retaliate, or direct or encourage another person to retaliate, against any employee because that employee has:
(a) Taken break time or used the space provided pursuant to subsection 1 or 3 to express breast milk; or
(b) Taken any action to require the employer to comply with the requirements of this section, including, without limitation, filing a complaint, testifying, assisting or participating in any manner in an investigation, proceeding or hearing to enforce the provisions of this section.
5. An employer who employs fewer than 50 employees is not subject to the requirements of this section if these requirements would impose an undue hardship on the employer, considering the size, financial resources, nature and structure of the business of the employer.
6. An employer who is a contractor licensed pursuant to chapter 624 of NRS is not subject to the requirements of this section with regard to an employee who is performing work at a construction jobsite that is located at least 3 miles from the regular place of business of the employer.
(Added to NRS by 2017, 1430)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.01972 - Employer required to provide paid leave for purpose of receiving vaccination for COVID-19; employee required to give notice; prohibited acts; calculation of overtime; applicability; Labor Commissioner to prepare bulletin; maintenance of records; other rights, remedies, procedures and benefits; exceptions.

Expired by limitation. (See chapter 536, Statutes of Nevada 2021, at page 3613.)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.01975 - Employer required to allow employee use of sick leave to assist member of immediate family with medical need; Labor Commissioner to prepare bulletin to be posted in workplaces; construction of section; prohibitions; applicability.

1. Except as otherwise provided in this section, if an employer provides paid or unpaid sick leave for the use of his or her employees, the employer must allow an employee to use any accrued sick leave to assist a member of the immediate family of the employee who has an illness, injury, medical appointment or other authorized medical need to the same extent and under the same conditions that apply to the employee when taking such leave.
2. An employer may limit the amount of sick leave that an employee may use pursuant to subsection 1 to an amount which is equal to not less than the amount of sick leave that the employee accrues during a 6-month period.
3. The Labor Commissioner shall prepare a bulletin which clearly sets forth an explanation of the provisions of this section. The Labor Commissioner shall post the bulletin on the Internet website maintained by the Office of Labor Commissioner and shall require each employer that provides sick leave to employees to post the bulletin in a conspicuous location in each workplace maintained by the employer. The bulletin may be included in any printed abstract posted by the employer pursuant to NRS 608.013.
4. The provisions of this section shall not be construed to:
(a) Limit or abridge any other rights, remedies or procedures available under the law;
(b) Negate any other rights, remedies or procedures available to an aggrieved party;
(c) Prohibit, preempt or discourage any contract or other agreement that provides a more generous sick leave benefit or paid time off benefit; or
(d) Extend the maximum amount of leave to which an employee is entitled to take pursuant to the Family and Medical Leave Act of 1993, 29 U.S.C. §§ 2601 et seq.
5. An employer shall not deny an employee the right to use accrued sick leave in accordance with the provisions of this section or retaliate against an employee for attempting to prosecute a violation of this section or for exercising any rights afforded by this section.
6. The provisions of this section do not apply:
(a) To the extent prohibited by federal law; or
(b) With regard to an employee of the employer if the employee is covered under a valid collective bargaining agreement.
7. As used in this section, "immediate family" means:
(a) The child, foster child, spouse, domestic partner, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent or stepparent of an employee; or
(b) Any person for whom the employee is the legal guardian.
(Added to NRS by 2021, 1023)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.020 - Immediate payment of employee discharged or placed on nonworking status.

1. Whenever an employer discharges an employee, the wages and compensation earned and unpaid at the time of such discharge shall become due and payable immediately.
2. Whenever an employer places an employee on a nonworking status, the wages earned and unpaid at the time the employee is placed on nonworking status are due and payable immediately.
3. As used in this section, "nonworking status" means the temporary layoff of an employee by the employer whereby the employee remains employed and may be called back to work by the employer at a future date. The term does not include an employee who an employer:
(a) Places on suspension pending an investigation relating to employment;
(b) Places on suspension pursuant to a disciplinary action relating to employment;
(c) Places on-call for available work; or
(d) Approves to take a leave of absence.
[Part 2:71:1919; 1919 RL p. 2776; NCL § 2776]—(NRS A 2023, 584)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.030 - Payment of employee who resigns or quits employment.

Whenever an employee resigns or quits his or her employment, the wages and compensation earned and unpaid at the time of the employee’s resignation or quitting must be paid no later than:
1. The day on which the employee would have regularly been paid the wages or compensation; or
2. Seven days after the employee resigns or quits,
whichever is earlier.
[Part 2:71:1919; 1919 RL p. 2776; NCL § 2776]—(NRS A 1985, 382)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.040 - Penalty for failure to pay employee who is discharged, resigns, quits or is placed on nonworking status.

1. If an employer fails to pay:
(a) Within 3 days after the wages or compensation of a discharged employee becomes due;
(b) Within 3 days after the wages of an employee placed on nonworking status pursuant to NRS 608.020 becomes due; or
(c) On the day the wages or compensation is due to an employee who resigns or quits,
the wages or compensation of the employee continues at the same rate from the day the employee resigned, quit or was discharged or placed on nonworking status until paid or for 30 days, whichever is less.
2. Any employee who secretes or absents himself or herself to avoid payment of his or her wages or compensation, or refuses to accept them when fully tendered to him or her, is not entitled to receive the payment thereof for the time he or she secretes or absents himself or herself to avoid payment.
[Part 2:71:1919; 1919 RL p. 2776; NCL § 2776]—(NRS A 1985, 383; 2023, 585)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.050 - Wages to be paid at termination of service: Penalty; employee’s lien.

1. Whenever an employer of labor shall discharge or lay off employees without first paying them the amount of any wages or salary then due them, in cash and lawful money of the United States, or its equivalent, or shall fail, or refuse on demand, to pay them in like money, or its equivalent, the amount of any wages or salary at the time the same becomes due and owing to them under their contract of employment, whether employed by the hour, day, week or month, each of the employees may charge and collect wages in the sum agreed upon in the contract of employment for each day the employer is in default, until the employee is paid in full, without rendering any service therefor; but the employee shall cease to draw such wages or salary 30 days after such default.
2. Every employee shall have a lien as provided in NRS 108.221 to 108.246, inclusive, and all other rights and remedies for the protection and enforcement of such salary or wages as the employee would have been entitled to had the employee rendered services therefor in the manner as last employed.
[1:139:1925; NCL § 2785] + [2:139:1925; NCL § 2786]—(NRS A 1967, 146; 1969, 823)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.060 - Semimonthly payments; exceptions.

1. Except as otherwise provided in this chapter, all wages or compensation of employees in private employment is due semimonthly. All such wages or compensation earned and unpaid before the first day of any month is due not later than 8 a.m. on the 15th day of the month following that in which the wages or compensation was earned. All wages or compensation earned and unpaid before the 16th day of any month is due not later than 8 a.m. on the last day of the same month.
2. Nothing contained in this section prohibits the contracting for the payment of or the payment of wages at more frequent periods than semimonthly.
3. An employer in this State whose principal place of business is located, and whose payroll is prepared, outside of this State may designate one or more days in each month as fixed paydays for the payment of wages to an employee employed in:
(a) A bona fide executive, administrative or professional capacity, as defined in 29 C.F.R. §§ 541.1, 541.2 and 541.3;
(b) The capacity of outside salesperson, as defined in 29 C.F.R. § 541.5; or
(c) The capacity of a supervisor, as defined in 29 U.S.C. § 152,
as those sections existed on October 1, 1993. The provisions of this subsection do not apply with regard to an employee whose wages are determined pursuant to a collective bargaining agreement.
4. Every agreement made in violation of this section, except as provided in this chapter, is void, but any employee is entitled to payment of such wages or compensation for the period during which the wages or compensation was earned.
[Part 1:71:1919; A 1937, 52; 1931 NCL § 2775]—(NRS A 1993, 316)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.070 - Agreements between employers and employees for other than semimonthly payments.

Nothing in this chapter shall be construed to mean that, on any special occasion where it appears to be satisfactory and beneficial to both employer and employee, they shall not have the right to agree, either verbally or in writing, as to where and at what time, other than every 15 days, wages shall be paid; but it shall be unlawful for any employer to require any employee to enter into any such agreement as a condition to entering into or remaining in his or her service.
[8:71:1919; 1919 RL p. 2777; NCL § 2782]
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.080 - Paydays and time and place of payment: Posting notice of regular day, time and place; notice of change required; payment on irregular day.

1. Every employer shall establish and maintain regular paydays as provided in this chapter and shall post and maintain posted notices, printed in plain type or written in plain script, in at least two conspicuous places where such notices can be seen by the employees, setting forth the regular paydays as prescribed in this chapter and the place of payment, which must be within the Justice Court precinct in which such services were performed.
2. After an employer establishes regular paydays and the place of payment, the employer shall 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.
3. If an employee is absent at the time and place of the payment of wages or compensation, due and payable as prescribed in this chapter, provided he or she does not secrete or absent himself or herself to avoid such payment, the employee must be paid the same within 5 days after making written demand therefor.
[Part 3:71:1919; 1919 RL p. 2776; NCL § 2777]—(NRS A 2003, 794)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.090 - Adjustment of wages for additional payments; notice by employer; payment.

1. Every employer, having granted or agreed to an adjustment of wages of an employee or employees wherein payments additional to the regular wage payments pursuant to this chapter are made, shall forward such adjusted wages in legal negotiable instruments to its agent or paymaster in this State. The agent or paymaster shall post in two conspicuous places at the office or other places used by the agent or paymaster for the regular payment of wages a list of the names, together with a written notice thereon that such wage payments will be held by such agent or paymaster for 30 days from and after the date of posting of the lists and notice for the purpose of payment thereof.
2. If any such employee shall at the time be stationed at a place other than at the place of regular payment of wages, either within or without the State of Nevada, the employer’s agent or paymaster shall forward the wage payments to such employee or deliver the same to the employee’s agent who has a written authorization signed by the employee authorizing the employee’s agent to receive such payment.
3. The provisions of this section shall not apply where payment of such additional pay is made directly to an employee or employees.
[3a:71:1919; added 1945, 338; 1943 NCL § 2777.01]
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.100 - Unlawful decrease in compensation by employer; unlawful requirement to rebate compensation; prerequisites to lawfully decreasing compensation.

1. It is unlawful for any employer to:
(a) Pay a lower wage, salary or compensation to an employee than the amount agreed upon through a collective bargaining agreement, if any;
(b) Pay a lower wage, salary or compensation to an employee than the amount that the employer is required to pay to the employee by virtue of any statute or regulation or by contract between the employer and the employee; or
(c) Pay a lower wage, salary or compensation to an employee than the amount earned by the employee when the work was performed.
2. It is unlawful for any employer to require an employee to rebate, refund or return any part of the wage, salary or compensation earned by and paid to the employee.
3. It is unlawful for any employer who has the legal authority to decrease the wage, salary or compensation of an employee to implement such a decrease unless:
(a) Not less than 7 days before the employee performs any work at the decreased wage, salary or compensation, the employer provides the employee with written notice of the decrease; or
(b) The employer complies with the requirements relating to the decrease that are imposed on the employer pursuant to the provisions of any collective bargaining agreement or any contract between the employer and the employee.
[1:89:1943] + [2:89:1943] + [3:89:1943]—(NRS A 1967, 622; 2003, 795)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.110 - Withholding of portion of wages.

1. This chapter does not preclude the withholding from the wages or compensation of any employee of any dues, rates or assessments becoming due to any hospital association or to any relief, savings or other department or association maintained by the employer or employees for the benefit of the employees, or other deductions authorized by written order of an employee.
2. At the time of payment of wages or compensation, the employer shall furnish the employee with an itemized list showing the respective deductions made from the total amount of wages or compensation.
3. Except as otherwise provided by an agreement between the employer and employee, any employer who withholds money from the wages or compensation of an employee for deposit in a financial institution shall deposit the money in the designated financial institution within 5 working days after the day on which the wages or compensation from which it was withheld is paid to the employee.
[4:71:1919; 1919 RL p. 2776; NCL § 2778]—(NRS A 1967, 33; 1983, 1042)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.115 - Records of wages.

1. Every employer shall establish and maintain records of wages for the benefit of his or her employees, showing for each pay period the following information for each employee:
(a) Gross wage or salary other than compensation in the form of:
(1) Services; or
(2) Food, housing or clothing.
(b) Deductions.
(c) Net cash wage or salary.
(d) Except as otherwise provided in NRS 608.215, total hours employed in the pay period by noting the number of hours per day.
(e) Date of payment.
2. The information required by this section must be furnished to each employee within 10 days after the employee submits a request.
3. Records of wages must be maintained for a 2-year period following the entry of information in the record.
(Added to NRS by 1975, 508; A 1979, 1488; 1983, 250; 1985, 579; 2017, 4179)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.120 - Manner of payment of wages.

The payment of wages or compensation must be made in lawful money of the United States or by a good and valuable negotiable check or draft drawn only to the order of the employee unless:
1. The employee has agreed in writing to some other disposition of his or her wages; or
2. The employer has been directed to make some other disposition of the employee’s wages by:
(a) A court of competent jurisdiction; or
(b) An agency of federal, state or local government with jurisdiction to issue such directives.
Such checks or drafts must be payable on presentation thereof at some bank, credit union or established place of business without discount in lawful money of the United States. They must be payable at the place designated in the notice prescribed in NRS 608.080.
[Part 3:71:1919; 1919 RL p. 2776; NCL § 2777]—(NRS A 1975, 1584; 1977, 275; 1983, 1104; 1999, 1521)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.130 - Payment of wages by negotiable instrument; rights of holder in due course in event of nonpayment; penalty.

1. A person engaged in any business or enterprise of any kind in this State shall not issue, in payment of, or as evidence of, any indebtedness for wages due an employee, any order, check, memorandum or other acknowledgment of indebtedness unless it is a negotiable instrument payable without discount, in cash on demand, at some bank, credit union or other established place of business but this subsection does not limit or interfere with the right of any employee, by agreement, to accept from any such person, as an evidence or acknowledgment of indebtedness for wages due the employee, a negotiable instrument payable at some future date with interest.
2. In the event of nonpayment when due of any negotiable instrument issued in payment of wages, the holder in due course of the instrument succeeds and has the same rights, priorities and preferences with respect to payment thereof, and stands in the same position, as the payee of the instrument with respect to a claim for wages unpaid when due, in addition to any other remedy available to the holder in due course provided by law.
3. An employer who knowingly issues to an employee a negotiable instrument in payment of wages for which there is insufficient money, property or credit with the drawee of the instrument to pay it in full upon presentation shall reimburse the employee for any penalty or charge incurred by the employee arising from his or her reliance on the validity of the instrument.
[1:66:1911; RL § 1939; NCL § 2783] + [1.5:66:1911; added 1953, 64] + [2:66:1911; A 1953, 64]—(NRS A 1967, 622; 1985, 580; 1999, 1521)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.135 - Civil action against employer for failure to pay wages; Labor Commissioner prohibited from taking jurisdiction of claim for wages during pendency of civil action.

1. If an employer fails to pay wages, compensation or salary to an employee in accordance with the requirements set forth in NRS 608.020 to 608.050, inclusive, the employee may, at any time within 2 years after the employer’s failure, bring a civil action against the employer.
2. The Labor Commissioner shall not take jurisdiction of a claim for wages during the pendency of a civil action for the same wages brought pursuant to subsection 1.
(Added to NRS by 2021, 1763)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.140 - Assessment of attorney’s fees in action for recovery of wages.

Whenever a mechanic, artisan, miner, laborer, servant or employee shall have cause to bring suit for wages earned and due according to the terms of his or her employment, and shall establish by decision of the court or verdict of the jury that the amount for which he or she has brought suit is justly due, and that a demand has been made, in writing, at least 5 days before suit was brought, for a sum not to exceed the amount so found due, the court before which the case shall be tried shall allow to the plaintiff a reasonable attorney fee, in addition to the amount found due for wages and penalties, to be taxed as costs of suit.
[1:140:1925; NCL § 2787]
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.152 - Claim to indebtedness for labor incurred by subcontractor or contractor: Written notice of claim; written request for notice of claim; substantially similar claims prohibited.

1. Any potential claimant to indebtedness for labor under NRS 608.150 shall, within 90 days after receiving the written request described in subsection 2, provide to the original contractor, subcontractor or other contractor who submitted the written request a written notice that includes, without limitation:
(a) Any claim that is asserted under this section;
(b) The basis for any such claim; and
(c) Either:
(1) The amount of any such claim;
(2) An explanation of what data is needed to calculate the amount of any such claim; or
(3) A statement that no amount is due under any such claim.
2. The written request required pursuant to subsection 1 must:
(a) Be submitted by an original contractor, subcontractor or other contractor;
(b) Be directed to the claimant described in subsection 1; and
(c) Identify the:
(1) Original contractor, subcontractor or other contractor;
(2) Dates that work commenced and ended or is expected to end; and
(3) Nature and location of any project to which the contract applies.
3. If the written notice that the claimant is required to provide pursuant to subsection 1 indicates that no amount is due under any such claim or if the claimant fails to respond within 90 days after receiving the written request described in subsection 2, the claimant shall be prohibited from bringing any substantially similar claim that is related to the project and the original contractor, subcontractor or other contractor that accrued before the claimant’s receipt of such written notice.
4. As used in this section:
(a) "Contractor" has the meaning ascribed to it in NRS 624.020.
(b) "Original contractor" includes a contractor or any other person who enters into a contract described in subsection 1 of NRS 608.150.
(Added to NRS by 2017, 1212)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.154 - Lodging as part of wages or compensation; exception.

1. A part of wages or compensation may, if mutually agreed upon by an employee and employer in the contract of employment, consist of lodging. In no case may the value of the lodging be computed at more than five times the statutory minimum hourly wage for each week that lodging is provided to the employee.
2. The monetary limitations on the value of lodging specified in subsection 1 do not apply to agricultural employees.
(Added to NRS by 2017, 3885)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.155 - Meals as part of wages or compensation; exception.

1. 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 shall the value of the meals be computed at more than 100 percent of the statutory minimum hourly wage per day. In no case shall the value of the meals consumed by such employee be computed or valued at more than 25 percent of the statutory minimum hourly wage for each breakfast actually consumed, 25 percent of the statutory minimum hourly wage for each lunch actually consumed, and 50 percent of the statutory minimum hourly wage for each dinner actually consumed.
2. The monetary limitations on the value of meals, contained in subsection 1, do not apply to agricultural employees.
(Added to NRS by 1975, 1582; A 2017, 3886)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.1555 - Benefits for health care: Provision in same manner as policy of insurance.

Any employer who provides benefits for health care to his or her employees shall provide the same benefits and pay providers of health care in the same manner as a policy of insurance pursuant to chapters 689A and 689B of NRS, including, without limitation, as required by NRS 687B.409, 687B.723 and 687B.725.
(Added to NRS by 1985, 2097; A 2017, 2211; 2021, 3531)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.156 - Benefits for health care: Expenses for treatment of alcohol and substance use disorders.

1. In addition to any benefits required by NRS 608.1555, if an employer provides health benefits for his or her employees, the employer shall provide benefits for the expenses for the treatment of alcohol and substance use disorders. The annual benefits provided by the employer must include, without limitation:
(a) Treatment for withdrawal from the physiological effects of alcohol or drugs, with a maximum benefit of $1,500 per calendar year.
(b) Treatment for a patient admitted to a facility, with a maximum benefit of $9,000 per calendar year.
(c) Counseling for a person, group or family who is not admitted to a facility, with a maximum benefit of $2,500 per calendar year.
2. The maximum amount which may be paid in the lifetime of the insured for any combination of the treatments listed in subsection 1 is $39,000.
3. Except as otherwise provided in NRS 687B.409, these benefits must be paid in the same manner as benefits for any other illness covered by the employer are paid.
4. The employee is entitled to these benefits if treatment is received in any:
(a) Program for the treatment of alcohol or substance use disorders which is certified by the Division of Public and Behavioral Health of the Department of Health and Human Services.
(b) Hospital or other medical facility or facility for the dependent which is licensed by the Division of Public and Behavioral Health of the Department of Health and Human Services, is accredited by The Joint Commission or CARF International and provides a program for the treatment of alcohol or substance use disorders as part of its accredited activities.
(Added to NRS by 1983, 2044; A 1985, 1572, 1764; 1993, 1803; 1999, 1887; 2001, 438; 2017, 2211; 2023, 2365, 3500)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.157 - Benefits for health care: Coverage for mastectomy and reconstructive surgery.

1. If an employer provides health benefits for his or her employees which include coverage for the surgical procedure known as a mastectomy, the employer must also provide commensurate coverage for at least two prosthetic devices and for reconstructive surgery incident to the mastectomy. Except as otherwise provided in subsection 2, this coverage is subject to the same terms and conditions that apply to the coverage for the mastectomy.
2. If reconstructive surgery is begun within 3 years after a mastectomy, the amount of the benefits for that surgery must equal those amounts provided at the time of the mastectomy. If the surgery is begun more than 3 years after the mastectomy, the benefits provided are subject to all the terms, conditions and exclusions relating to those benefits at the time of the reconstructive surgery.
3. For the purposes of this section, "reconstructive surgery" means a surgical procedure performed following a mastectomy on one breast or both breasts to re-establish symmetry between the two breasts. The term includes, but is not limited to, augmentation mammoplasty, reduction mammoplasty and mastopexy.
(Added to NRS by 1983, 617; A 1989, 1891)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.1575 - Benefits for health care: Services provided by certain nurses.

1. If an employer provides health benefits for his or her employees which include coverage for services which are within the authorized scope of practice of a registered nurse who is authorized pursuant to chapter 632 of NRS to perform additional acts in an emergency or under other special conditions as prescribed by the State Board of Nursing, and which are reimbursed when provided by another provider of health care, the employees are entitled to reimbursement for services provided by such a registered nurse.
2. The benefits provided by the employer must not limit:
(a) Coverage for services provided by such a registered nurse to a number of occasions less than for services provided by another provider of health care.
(b) Reimbursement for services provided by such a registered nurse to an amount less than that reimbursed for similar services provided by another provider of health care.
3. The employer is not required to pay for services provided by such a registered nurse which duplicate services provided by another provider of health care.
(Added to NRS by 1985, 1450)