reglab/statecodes huggingface dataset:
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.1576 - Benefits for health care: Prompt enrollment and restrictions on termination of enrollment of child; withholding of employee’s wages; remedies are cumulative.

If an employer provides benefits for health care to his or her employees and the benefits include coverage of the employee’s family, the employer shall:
1. Permit an employee who is required by the order of a court or administrative tribunal to provide health coverage for his or her child to enroll the child for coverage as a member of the employee’s family without regard to a restriction on periods of enrollment applicable to the employee.
2. If the parent so required is enrolled for coverage but does not apply to enroll the child, permit the child’s other parent or the Division of Welfare and Supportive Services of the Department of Health and Human Services to enroll the child.
3. Not terminate the enrollment of the child in that coverage or otherwise eliminate that coverage of the child unless the insurer has written proof that:
(a) The order for medical coverage is no longer in effect; or
(b) The child is or will be enrolled in comparable coverage through another insurer on or before the effective date of the termination of enrollment or elimination of coverage.
4. Withhold from the employee’s wages, and pay to the insurer if the employer is not self-insured, the employee’s share, if any, of the cost of the coverage provided for the child but not more than the amount of withholding for insurance permitted by federal law or regulation.
The purpose of this section is to ensure that children are promptly enrolled in a program of health insurance provided by the responsible parent and that the health insurance is maintained. The remedies provided in this section are cumulative and in addition to any other remedy provided by law to the extent they are not inconsistent with the provisions of NRS 33.035 and chapters 31A, 125B, 130 and 425 of NRS.
(Added to NRS by 1995, 2426; A 2003, 1756)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.1577 - Notices to employees: Acceptance of, change in or termination of benefits; change of insurer; nonpayment of premium.

1. An employer shall notify his or her employees of the employer’s intent to accept a policy of group life, dental or health insurance which covers the employees.
2. If an employer is the policyholder of a policy of group life, dental or health insurance which covers his or her employees, the employer shall notify the insurer and employees of his or her intent to terminate, reduce or modify substantially any benefit under the policy, or to change insurers.
3. If an employer is the policyholder or contract holder under a policy or contract issued pursuant to chapter 689B, 695A, 695B, 695C, 695D or 695F of NRS, or NRS 689C.015 to 689C.590, inclusive, and which provides benefits for his or her employees, the employer shall, if applicable, notify the employees of:
(a) The employer’s inability to pay a premium when due; and
(b) The employer’s intention to stop paying premiums.
4. Any notice required pursuant to this section must be:
(a) Given at least 15 days before the:
(1) Acceptance of, change in or termination of benefits or insurers; or
(2) Next unpaid premium is due; and
(b) Conspicuously posted at the place of employment or given in another manner which ensures that all employees will receive the information.
(Added to NRS by 1985, 1061; A 1989, 1255; 1993, 1982; 1995, 2683; 1997, 2962)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.158 - Notice of failure to pay premiums for employee’s insurance; employer’s liability for deductions for premiums and failure to pay premiums without giving required notice; distribution of money recovered by Labor Commissioner for claims brought against employer.

1. If an employer is the policyholder of a policy of group life or health insurance which covers his or her employees, the employer shall notify the employees of his or her inability to pay a premium when due or of his or her intention to stop paying premiums. The notice must be:
(a) Given at least 10 days before the coverage will cease; and
(b) Conspicuously posted at the place of employment or given in another manner which ensures that all employees will receive the information.
2. In addition to any other remedy or penalty provided in this chapter, an employer is liable to an employee for any money deducted from the employee’s wages for the payment of premiums on a policy of group life or health insurance if the money was not so used.
3. In addition to any other remedy or penalty provided in this chapter, if:
(a) An employer knowingly and willfully stops paying premiums on a policy of group life or health insurance and fails to give proper and timely notice to his or her employees pursuant to subsection 1; and
(b) One or more of the employees, after coverage under the policy ceases and before they are given notice that the employer has stopped paying premiums, incur claims for benefits which those employees would have received under the policy had their coverage not ceased,
the employer is liable to those employees for the amount of the claims incurred, except that the employer’s total liability for all such claims combined must not exceed the amount of the premiums, calculated on a monthly basis, that the employer would have been required to pay under the policy to provide coverage for those employees during the period in which the claims were incurred by the employees.
4. If the Labor Commissioner brings an action pursuant to subsection 3 against an employer on behalf of the employees, any money recovered by the Labor Commissioner must be distributed on a pro rata basis among the employees who have claims against the employer, except that no employee may recover more than the total amount of all claims that the employee has against the employer. If the amount of money recovered by the Labor Commissioner exceeds the total amount of all claims from all employees, the excess amount must be deposited in the State General Fund.
(Added to NRS by 1983, 1890; A 1985, 1062; 2005, 203)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.1585 - Notice to employee upon termination of employment of right to be issued insurance to replace group policy.

If an employer is the policyholder of a policy of group life or health insurance which covers his or her employees, the employer shall give each employee upon the termination of employment written notice of his or her right to be issued by the insurer a policy of life or health insurance to replace the group policy.
(Added to NRS by 1985, 1062)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.160 - Taking or making deduction on account of tips or gratuities unlawful; employees may divide tips or gratuities among themselves.

1. It is unlawful for any person to:
(a) Take all or part of any tips or gratuities bestowed upon the employees of that person.
(b) Apply as a credit toward the payment of the statutory minimum hourly wage established by any law of this State any tips or gratuities bestowed upon the employees of that person.
2. Nothing contained in this section shall be construed to prevent such employees from entering into an agreement to divide such tips or gratuities among themselves.
[1:17:1939; 1931 NCL § 2826] + [2:17:1939; 1931 NCL § 2827]—(NRS A 1967, 623; 1971, 1263; 1973, 644)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.165 - Special uniforms, accessories and cleaning to be furnished without cost to employee.

All uniforms or accessories distinctive as to style, color or material shall be furnished, without cost, to employees by their employer. If a uniform or accessory requires a special cleaning process, and cannot be easily laundered by an employee, such employee’s employer shall clean such uniform or accessory without cost to such employee.
(Added to NRS by 1975, 1584)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.170 - Assignment of wages void against judgment creditors; prima facie evidence of fraud.

Every assignment of wages, salary or earnings made within the State of Nevada by any person against whom there is, at the time such assignment is made, an unsatisfied judgment for debt on the records of any court within the State of Nevada shall be prima facie evidence of fraud, and shall be void as against the judgment creditors of the person making such an assignment.
[1:94:1917; A 1939, 248; 1931 NCL § 1550]
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.180 - Enforcement of NRS 608.005 to 608.195, inclusive, and 608.215; prosecution.

The Labor Commissioner or the representative of the Labor Commissioner shall cause the provisions of NRS 608.005 to 608.195, inclusive, and 608.215 to be enforced, and upon notice from the Labor Commissioner or the representative:
1. The district attorney of any county in which a violation of those sections has occurred;
2. The Deputy Labor Commissioner, as provided in NRS 607.050;
3. The Attorney General, as provided in NRS 607.160 or 607.220; or
4. The special counsel, as provided in NRS 607.065,
shall prosecute the action for enforcement according to law.
[7:71:1919; 1919 RL p. 2777; NCL § 2781]—(NRS A 1975, 1585; 1987, 1735; 1997, 195, 3162; 1999, 1115; 2003, 795; 2017, 1213, 1431, 3178, 4180; 2019, 3754; 2021, 1024)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.190 - Willful failure or refusal to pay wages due prohibited.

A person shall not willfully refuse or neglect to pay the wages due and payable when demanded as provided in this chapter, nor falsely deny the amount or validity thereof or that the amount is due with intent to secure for the person, the person’s employer or any other person any discount upon such indebtedness, or with intent to annoy, harass, oppress, hinder, delay or defraud the person to whom such indebtedness is due.
[6:71:1919; A 1925, 242; 1931, 246; 1931 NCL § 2780]—(NRS A 1967, 624; 1975, 1585; 1985, 581)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.195 - Criminal and administrative penalties.

1. Except as otherwise provided in NRS 608.0165, any person who violates any provision of NRS 608.005 to 608.195, inclusive, or 608.215, or any regulation adopted pursuant thereto, is guilty of a misdemeanor.
2. In addition to any other remedy or penalty, the Labor Commissioner may impose against the person an administrative penalty of not more than $5,000 for each such violation.
(Added to NRS by 1975, 1584; A 1985, 581; 1987, 1736; 1999, 1115; 2003, 795; 2017, 1213, 1431, 3178, 4180; 2019, 3754; 2021, 1024)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.215 - Domestic service employees; agreements to exclude certain periods from wages; calls to duty; maintenance of records.

1. If a domestic service employee resides in the household where he or she works, the employer and domestic service employee may agree in writing to exclude from the wages of the domestic service employee:
(a) Periods for meals if the period for meals is at least one-half hour for each meal;
(b) Periods for sleep if the period for sleep excluded from the wages of the domestic service employee does not exceed 8 hours; and
(c) Any other period of complete freedom from all duties during which the domestic service employee may either leave the premises or stay on the premises for purely personal pursuits. To be excluded from the wages of the domestic service employee pursuant to this paragraph, a period must be of sufficient duration to enable the domestic service employee to make effective use of the time.
2. If a period excluded from the wages of the domestic service employee pursuant to this section is interrupted by a call to duty by the employer, the interruption must be counted as hours worked for which compensation must be paid.
3. An agreement pursuant to this section may be used to establish the total hours of employment of a domestic service employee in a pay period in lieu of maintaining precise records of the number of hours worked per day. The employer shall keep a copy of the agreement and indicate in the record of wages pursuant to NRS 608.115 that the work time of the domestic service employee generally coincides with the agreement. If it is found by the parties that there is a significant deviation from the initial agreement, a separate record must be kept for the period in which the deviation occurs or a new agreement must be reached that reflects the actual facts.
(Added to NRS by 2017, 4178)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.255 - Relationships which do not constitute employment relationships for purposes of minimum wage.

For the purposes of this chapter and any other statutory or constitutional provision governing the minimum wage paid to an employee, the following relationships do not constitute employment relationships and are therefore not subject to those provisions:
1. The relationship between a provider of jobs and day training services which is recognized as exempt pursuant to the provisions of 26 U.S.C. § 501(c)(3) and which has been issued a certificate by the Division of Public and Behavioral Health of the Department of Health and Human Services pursuant to NRS 435.130 to 435.310, inclusive, and a person with an intellectual disability or a person with a developmental disability participating in a jobs and day training services program.
2. The relationship between a principal and an independent contractor.
3. As used in this section, "developmental disability" has the meaning ascribed to it in NRS 435.007.
(Added to NRS by 2007, 541; A 2009, 2241; 2013, 698, 3066; 2015, 1744; 2017, 265, 2831)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.258 - Provision of health benefits by employer for purposes of determining amount of minimum wage.

For the purpose of determining the minimum wage that may be paid per hour to an employee in private employment pursuant to Section 16 of Article 15 of the Nevada Constitution and NRS 608.250, an employer:
1. Provides health benefits as described in Section 16 of Article 15 of the Nevada Constitution only if the employer makes available to the employee and the employee’s dependents:
(a) At least one health benefit plan that provides:
(1) Coverage for services in each of the following categories and the items and services covered within the following categories:
(I) Ambulatory patient services;
(II) Emergency services;
(III) Hospitalization;
(IV) Maternity and newborn care;
(V) Mental health and substance use disorder services, including, without limitation, behavioral health treatment;
(VI) Prescription drugs;
(VII) Rehabilitative and habilitative services and devices;
(VIII) Laboratory services;
(IX) Preventative and wellness services and chronic disease management;
(X) Pediatric services, which are not required to include oral and vision care; and
(XI) Any other health care service or coverage level required to be included in an individual or group health benefit plan pursuant to any applicable provision of title 57 of NRS; and
(2) A level of coverage that is designed to provide benefits that are actuarially equivalent to at least 60 percent of the full actuarial value of the benefits provided under the plan; or
(b) Health benefits pursuant to a Taft-Hartley trust which is formed pursuant to 29 U.S.C. § 186(c)(5) and qualifies as an employee welfare benefit plan pursuant to:
(1) The Employee Retirement Income Security Act of 1974, 29 U.S.C. §§ 1001 et seq.; or
(2) The provisions of the Internal Revenue Code; and
2. Does not provide health benefits as described in Section 16 of Article 15 of the Nevada Constitution if the employer makes available to the employee and the employee’s dependents a hospital-indemnity insurance plan or fixed-indemnity insurance plan unless the employer separately makes available to the employee and the employee’s dependents at least one health benefit plan that complies with the requirements of subsection 1.
3. As used in this section, "health benefit plan" has the meaning ascribed to it in NRS 687B.470.
(Added to NRS by 2019, 536)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.260 - Action by employee against employer; limitation of action; remedies and award to prevailing employee.

1. If any employer pays any employee a lesser amount than the minimum wage set forth in NRS 608.250 or, if applicable, the minimum wage established by regulation of the Director of the Department of Health and Human Services pursuant to NRS 608.670, the employee may, at any time within 2 years, bring a civil action against the employer. A contract between the employer and the employee or any acceptance of a lesser wage by the employee is not a bar to the action.
2. If the employee prevails in a civil action brought pursuant to subsection 1:
(a) The employee is entitled to all remedies available under the law or in equity appropriate to remedy the violation by the employer which may include, without limitation, back pay, damages, reinstatement or injunctive relief; and
(b) The court must award the employee reasonable attorney’s fees and costs.
(Added to NRS by 1965, 696; A 1975, 1585; 1977, 1374; 2001, 565; 2019, 3749; 2021, 3660)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.270 - Duties of Labor Commissioner and district attorneys; regulations.

1. The Labor Commissioner shall:
(a) Administer and enforce the provisions of NRS 608.250 and 608.670;
(b) Adopt any regulations necessary to carry out the duties set forth in paragraph (a); and
(c) Furnish the district attorney of any county or the Attorney General all data and information concerning violations of the provisions of NRS 608.250 or 608.670, occurring in the county coming to the attention of the Labor Commissioner.
2. Each district attorney shall, if a complaint is made to him or her by the Labor Commissioner or by any aggrieved person, prosecute each violation of the provisions of NRS 608.250 or 608.670 that occurs in the district attorney’s county. If any such district attorney fails, neglects or refuses for 20 days to commence a prosecution for a violation of the provisions of NRS 608.250 or 608.670, after being furnished data and information concerning the violation, and diligently to prosecute the same to conclusion, the district attorney is guilty of a misdemeanor, and in addition thereto must be removed from office.
(Added to NRS by 1965, 696; A 1967, 626; 2001, 565; 2019, 3749; 2021, 3660)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.280 - Proceedings against district attorney to be instituted by Attorney General.

When a complaint is made to the Attorney General by the Labor Commissioner or by an aggrieved person that any district attorney has been guilty of a willful violation of NRS 608.270, the Attorney General shall make an investigation of the complaint, and if, after such investigation, the Attorney General is of the opinion that the complaint is well founded, the Attorney General shall institute proceedings against the district attorney for the enforcement of the penalties provided in NRS 608.270.
(Added to NRS by 1965, 697; A 1967, 806)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.290 - Criminal and administrative penalties.

1. Any person who violates any provision of NRS 608.250 or 608.670 or any regulation adopted pursuant thereto is guilty of a misdemeanor.
2. In addition to any other remedy or penalty, the Labor Commissioner may impose against the person an administrative penalty of not more than $5,000 for each such violation.
(Added to NRS by 1965, 697; A 1967, 626; 2003, 797; 2021, 3661)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.300 - Definitions.

As used in NRS 608.300 to 608.330, inclusive, unless the context otherwise requires:
1. "Artist" means an actor, actress, musician, dancer or athlete.
2. "Production" means a stage production, concert, trade show, exhibition, convention or sporting event. The term includes the technical personnel used to create and produce the production.
3. "Producer-promoter-employer" means a natural person who, or a firm, association or corporation which, supervises or finances a production or attempts to organize a production.
(Added to NRS by 1973, 1115; A 1995, 1027; 1997, 2480; 1999, 3115)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.310 - Producer-promoter-employer required to obtain permit; application; fee; exceptions.

1. Except as otherwise provided in subsection 4, a producer-promoter-employer intending to do business in this State must obtain a permit from the Labor Commissioner.
2. An application for the permit required by subsection 1 must contain information concerning:
(a) The applicant’s name and permanent address;
(b) The financing for the production;
(c) The type of production intended by the applicant, the number of artists, technical personnel and other persons required for the production and where the applicant intends to exhibit the production; and
(d) Such other information as the Labor Commissioner may require by regulation for the protection of persons associated with the entertainment industry.
3. The Labor Commissioner may by regulation require a reasonable fee for processing an application.
4. The provisions of this section do not apply to any producer-promoter-employer who produces proof to the Labor Commissioner or, in a county whose population is 700,000 or more, produces proof to the department or agency within that county which is authorized to issue business licenses on behalf of the county that the producer-promoter-employer:
(a) Has been in the business of a producer-promoter-employer in this State for the 5-year period immediately preceding the filing of the application and has had no successful wage claim filed with the Labor Commissioner during that period;
(b) Has sufficient tangible assets in this State which, if executed upon, would equal or exceed the amount of bond required; or
(c) Holds a license to operate a nonrestricted gaming operation in this State.
(Added to NRS by 1973, 1115; A 1995, 1027; 1997, 2480; 1999, 3115; 2011, 1299)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.320 - Producer-promoter-employer required to post bond to secure payment of wages in certain circumstances; amount of bond; conditions of bond.

A producer-promoter-employer required by NRS 608.310 to obtain a permit from the Labor Commissioner must, before being granted the permit, post a bond with:
1. The Labor Commissioner; or
2. In a county whose population is 700,000 or more, with the department or agency within that county which is authorized to issue business licenses on behalf of the county,
in the amount of at least twice the average weekly wages to be paid by the producer-promoter-employer to persons to be employed in the production. Except as otherwise provided in this section, the bond must be conditioned on the payment of all wages due all artists, technical personnel and other persons employed in the production upon the cessation of the production or upon the subrogation of another for the liabilities of the producer-promoter-employer, if that subrogation is satisfactory to the Labor Commissioner. The bond need not be conditioned upon the payment of any wages due to the persons who are the celebrity headliners in the production or the executive personnel, managers or supervisors.
(Added to NRS by 1973, 1116; A 1995, 1028; 1997, 2482; 2011, 1300)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.330 - Criminal and administrative penalties.

1. Any person who violates any provision of NRS 608.300 to 608.330, inclusive, or any regulation adopted pursuant thereto is guilty of a misdemeanor.
2. In addition to any other remedy or penalty, the Labor Commissioner may impose against the person an administrative penalty of not more than $5,000 for each such violation.
(Added to NRS by 1979, 346; A 1997, 2482; 1999, 3116; 2003, 797)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.400 - Misclassification prohibited; administrative penalties; notice and opportunity for hearing.

1. An employer shall not:
(a) Through means of coercion, misrepresentation or fraud, require a person to be classified as an independent contractor or form any business entity in order to classify the person as an independent contractor; or
(b) Willfully misclassify or otherwise willfully fail to properly classify a person as an independent contractor.
2. In addition to any other remedy or penalty provided by law, the Labor Commissioner may impose an administrative penalty against an employer who misclassifies a person as an independent contractor or otherwise fails to properly classify a person as an employee of the employer. An administrative penalty imposed pursuant to this section must be:
(a) For a first offense committed by an employer who misclassifies or otherwise fails to properly classify a person as an employee of the employer, a warning issued to the employer by the Labor Commissioner.
(b) For a second or subsequent offense, a fine of $5,000 for each employee who was willfully misclassified imposed by the Labor Commissioner.
3. Before the Labor Commissioner may enforce an administrative penalty against an employer for misclassifying or otherwise failing to properly classify an employee of the employer pursuant to this section, the Labor Commissioner must provide the employer with notice and an opportunity for a hearing as set forth in NRS 607.207. The Labor Commissioner may impose the administrative penalty as set forth in subsection 2 if the Labor Commissioner finds that:
(a) The employer misclassified a person as an independent contractor; or
(b) The employer otherwise failed to properly classify a person as an employee of the employer.
(Added to NRS by 2019, 3158; A 2023, 1805)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.410 - Liability of employer for misclassification; complaint; conduct of hearing; judicial review.

1. An employer who is found after a hearing conducted in accordance with subsection 3 to have misclassified a person as an independent contractor is liable to such person for lost wages, benefits or other economic damages to make the person whole.
2. A person may file a complaint alleging the misclassification of the person as an independent contractor with the Labor Commissioner. The Labor Commissioner shall make a determination on the allegations of the complaint within 120 days after receipt of the complaint. If the Labor Commissioner finds that an employer misclassified an employee as an independent contractor, the Labor Commissioner may impose the penalties set forth in subsection 1.
3. A hearing conducted pursuant to this section must be held in accordance with chapter 233B of NRS.
4. Each party to a hearing conducted pursuant to this section may petition for judicial review of the decision of the Labor Commissioner in the manner provided by chapter 233B of NRS.
(Added to NRS by 2019, 3159)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.500 - Definitions.

As used in NRS 608.500 to 608.690, inclusive, unless the context otherwise requires, the words and terms defined in NRS 608.510 to 608.600, inclusive, have the meanings ascribed to them in those sections.
(Added to NRS by 2021, 3655)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.530 - "Home care employee" defined.

1. "Home care employee" means a person who provides:
(a) Personal care services through a home care program as an employee of a home care employer that is an agency to provide personal care services in the home;
(b) Personal assistance through a home care program as a personal assistant for whom a home care employer that is an intermediary service organization is the employer of record; or
(c) Temporary respite services through a home care program as an employee of a home care employer that has entered into a contract with the Aging and Disability Services Division of the Department of Health and Human Services to provide such services.
2. As used in this section, "personal assistant" has the meaning ascribed to it in NRS 449.4308.
(Added to NRS by 2021, 3655)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.540 - "Home care employer" defined.

"Home care employer" means:
1. An agency to provide personal care services in the home that has entered into a contract with a state agency or local government to provide personal care services under a home care program;
2. An intermediary service organization that has entered into a contract with a state agency or local government to provide services relating to personal assistance under a home care program; or
3. A person or agency who has entered into a contract with the Aging and Disability Services Division of the Department of Health and Human Services to provide temporary respite services under a home care program.
(Added to NRS by 2021, 3655)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.560 - "Home care program" defined.

1. "Home care program" means a program established by a state agency or a local government which provides in the home personal care services, personal assistance or temporary respite services to elderly persons or persons with disabilities.
2. The term includes, without limitation:
(a) Any program established under the State Plan for Medicaid which provides, in the home, the services described in subsection 1.
(b) Any program established pursuant to NRS 427A.250 to 427A.280, inclusive.
(c) The program established pursuant to NRS 422.396.
(d) The program established pursuant to NRS 427A.793.
(Added to NRS by 2021, 3655)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.610 - Home care employment standards board: Establishment; appointment; service without compensation; quorum; meetings.

1. If the Director determines that it is necessary or upon the petition of 50 or more home care employees, the Director shall establish a home care employment standards board to conduct an investigation and develop recommendations as provided in NRS 608.640.
2. A home care employment standards board must consist of:
(a) The Director or his or her designee, who serves as Chair and a nonvoting member; and
(b) The following voting members:
(1) The Labor Commissioner;
(2) Three representatives of home care employers, appointed by the Director;
(3) Three representatives of home care employees, appointed by the Director; and
(4) Three persons who receive or are representatives of persons who receive services from a home care employee, appointed by the Director.
3. The Director shall appoint the members of a home care employment standards board pursuant to subparagraphs (2), (3) and (4) of paragraph (b) of subsection 2 after providing public notice and soliciting applications for the appointment of such members.
4. The members of a home care employment standards board serve without compensation.
5. A majority of the voting members of a home care employment standards board constitutes a quorum to transact business, and a majority of a quorum present at any meeting is sufficient to approve any recommendation of such a board.
6. A home care employment standards board shall meet at the times and places specified by a call of the Chair. A home care employment standards board shall meet as often as necessary to accomplish the duties set forth in NRS 608.640, but not less than once each calendar quarter.
(Added to NRS by 2021, 3656)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.620 - Duty of Director to meet with representatives of petitioners to discuss matters relating to wages, working conditions and compliance with laws.

If the Director establishes a home care employment standards board upon the petition of 50 or more home care employees pursuant to NRS 608.610, the Director or his or her designee shall, not later than 30 days after the receipt of the petition, meet with representatives of the persons who submitted the petition and discuss matters relating to the wages and working conditions of home care employees in this State and the compliance of home care employers with applicable federal, state and local laws.
(Added to NRS by 2021, 3656)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.630 - Home care employment standards board: Director to fix date for first meeting; Director and Labor Commissioner to conduct preliminary investigation and present results.

1. As soon as practicable after the appointment of the members of a home care employment standards board pursuant to NRS 608.610, the Director shall fix a date for the first meeting of the board. If a home care employment standards board is established upon the petition of 50 or more home care employees pursuant to NRS 608.610, the first meeting of the board must be held not later than 60 days after the date of the meeting described in NRS 608.620.
2. Before the first meeting of a home care employment standards board, the Director and the Labor Commissioner shall conduct a preliminary investigation into the wages and working conditions of home care employees in this State and the compliance of home care employers with applicable federal, state and local laws. The Director and the Labor Commissioner shall coordinate with the Aging and Disability Services Division of the Department, the Division of Health Care Financing and Policy of the Department and the Division of Public and Behavioral Health of the Department as necessary to complete the investigation.
3. The Director and the Labor Commissioner shall present the results of the preliminary investigation conducted pursuant to subsection 2 to the home care employment standards board at the first meeting of the board.
4. As used in this section, "Department" means the Department of Health and Human Services.
(Added to NRS by 2021, 3656)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.660 - Director to review findings and recommendations of home care employment standards board.

Upon receipt of a report submitted by a home care employment standards board pursuant to subsection 6 of NRS 608.640, the Director shall review the findings and each recommendation contained in the report. The Director may:
1. Approve or disapprove any recommendation;
2. Require the home care employment standards board that submitted the report to conduct a new investigation and develop new recommendations in accordance with NRS 608.640; or
3. Establish a new home care employment standards board in the manner provided in NRS 608.610 to conduct a new investigation and develop new recommendations in accordance with NRS 608.640.
(Added to NRS by 2021, 3658)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.670 - Regulations.

1. If the Director approves a recommendation contained in a report submitted by a home care employment standards board pursuant to subsection 6 of NRS 608.640, the Director shall adopt regulations necessary to:
(a) Establish the minimum wage recommended by the home care employment standards board as the minimum wage which may be paid to a home care employee in this State; or
(b) Provide for safe and healthful working conditions for home care employees in accordance with the recommendation of the home care employment standards board.
2. If the Director adopts regulations establishing the minimum wage which may be paid to a home care employee pursuant to paragraph (a) of subsection 1, the Director may also adopt any regulations concerning the payment of overtime to a home care employee which the Director deems appropriate and which are consistent with federal law.
(Added to NRS by 2021, 3658)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.680 - Unlawful to pay wage less than minimum established by regulation of the Director.

If the Director adopts regulations establishing the minimum wage which may be paid to a home care employee pursuant to NRS 608.670:
1. Each home care employer shall pay to each home care employee of the employer a wage of not less than the minimum wage established by regulation of the Director pursuant to NRS 608.670.
2. It is unlawful for a home care employer to employ, cause to be employed or permit to be employed, or to contract with, cause to be contracted with or permit to be contracted with, any home care employee for a wage less than that established by regulation of the Director pursuant to NRS 608.670.
(Added to NRS by 2021, 3658)
2023 Nevada Revised Statutes › Chapter 608 - Compensation, Wages and Hours › NRS 608.690 - Unlawful acts; penalty.

1. It is unlawful for a home care employer in this State to discharge, discipline, discriminate against in any manner or deny employment or promotion to, or threaten to take any such action against, a home care employee because:
(a) The home care employee serves as a member of a home care employment standards board;
(b) The home care employee has actively participated in the formation of a home care employment standards board;
(c) The home care employee has testified or is about to testify in an investigation conducted by a home care employment standards board;
(d) The home care employee has engaged in any other activity related to the formation or activities of a home care employment standards board; or
(e) The home care employer believes that the home care employee may engage in any of the activities described in paragraphs (a) to (d), inclusive.
2. A home care employer who violates the provisions of subsection 1 is guilty of a misdemeanor and shall be punished by a fine of not more than $1,000.
(Added to NRS by 2021, 3659)
2023 Nevada Revised Statutes › Chapter 609 - Employment of Minors › NRS 609.185 - "Motion picture" defined.

For the purposes of this chapter, "motion picture" includes a film to be shown in a theater or on television, a film to be placed on a videodisc or videotape, an industrial, training or educational film and a commercial for television.
(Added to NRS by 1983, 1171)
2023 Nevada Revised Statutes › Chapter 609 - Employment of Minors › NRS 609.190 - Employing or permitting child under 16 years of age to work in certain occupations prohibited.

1. No child under the age of 16 years shall be employed, permitted or suffered to work in any capacity in, about or in connection with:
(a) The preparation of any composition in which dangerous or poisonous acids are used.
(b) The manufacture of paints, colors or white lead.
(c) Dipping, drying or packing matches.
(d) The manufacture of goods for immoral purposes.
(e) Any mine, coal breaker, quarry, smelter, ore reduction works, laundry, tobacco warehouse, cigar factory or other factory where tobacco is manufactured or prepared.
(f) Any distillery, brewery or any other establishment where malt or alcoholic liquors are manufactured, packed, wrapped or bottled.
(g) Any glass furnace, smelter, the outside erection and repair of electric wires, the running or management of elevators, lifts or hoisting machines, or oiling hazardous or dangerous machinery in motion.
(h) Switch tending, gate tending, or track repairing.
2. No child under the age of 16 years shall be employed or permitted or suffered to work as a brakeman, fireman, engineer, motorman or conductor upon any railroad in or about establishments where nitroglycerin, dynamite, dualin, guncotton, gunpowder or other high or dangerous explosives are manufactured, compounded or stored.
3. No child under the age of 16 years shall be employed or permitted or suffered to work in any other employment declared by the Labor Commissioner to be dangerous to the lives or limbs, or injurious to the health or morals, of children under the age of 16 years.
[2:232:1913; 1919 RL p. 2649; NCL § 1048] + [5:232:1913; 1919 RL p. 2649; NCL § 1051]—(NRS A 1973, 550)
2023 Nevada Revised Statutes › Chapter 609 - Employment of Minors › NRS 609.200 - Determination by Labor Commissioner that certain employment dangerous or injurious to children under 16 years of age.

Except as otherwise provided in NRS 609.221, the Labor Commissioner may determine whether or not any particular trade, process of manufacture or occupation, or any particular method of carrying on such trade, process of manufacture or occupation is sufficiently dangerous to the lives or limbs, or injurious to the health or morals, of minors under 16 years of age employed therein to justify their exclusion therefrom, and may prohibit their employment therein.
[3:232:1913; 1919 RL p. 2649; NCL § 1049] + [6:232:1913; 1919 RL p. 2649; NCL § 1052]—(NRS A 1973, 550; 2001, 965)
2023 Nevada Revised Statutes › Chapter 609 - Employment of Minors › NRS 609.210 - Employing or exhibiting minor in certain injurious, immoral or dangerous activities: Criminal penalty.

Every person who employs, or causes to be employed, exhibits or has in his or her custody for exhibition or employment, any minor, and every parent, relative, guardian, employer or other person having the care, custody or control of any minor, who in any way procures or consents to the employment of the minor:
1. In begging, receiving alms, or in any mendicant occupation;
2. In any indecent or immoral exhibition or practice;
3. In any practice or exhibition dangerous or injurious to life, limb, health or morals;
4. As a messenger for delivering letters, telegrams, packages or bundles to any house of prostitution or assignation;
5. In any public dance hall within this State where alcoholic beverages are dispensed; or
6. In any area of a casino where there is gaming or where the sale of alcoholic beverages is the primary commercial activity unless the minor is in the casino area to provide entertainment pursuant to an employment contract,
is guilty of a misdemeanor.
[1911 C&P § 558; A 1927, 234; NCL § 10503]—(NRS A 1975, 80; 1977, 1277; 1979, 934)
2023 Nevada Revised Statutes › Chapter 609 - Employment of Minors › NRS 609.221 - Prohibition by Labor Commissioner of employment of children under age of 16 years in certain sales activities.

1. Except as otherwise provided in subsection 2, the Labor Commissioner shall adopt regulations prohibiting the employment of a child under the age of 16 years in connection with the solicitation for sale or selling of any product, good or service at any time or place or in any manner the Labor Commissioner determines to be dangerous to the health or welfare of such a child.
2. The Labor Commissioner shall not prohibit the employment of a child under the age of 16 years in connection with the solicitation for sale or selling of:
(a) Any product, good or service in a county whose population is less than 100,000; or
(b) Any agricultural product at a fixed location directly to consumers and not for resale.
This subsection does not authorize the employment of a child in violation of a specific statute.
3. No child under the age of 16 years may be employed, permitted or required to work in any capacity, including, without limitation, as an independent contractor, in connection with the solicitation for sale or selling of any product, good or service at any time or place or in any manner prohibited by the Labor Commissioner pursuant to subsection 1.
(Added to NRS by 2001, 964)
2023 Nevada Revised Statutes › Chapter 609 - Employment of Minors › NRS 609.230 - Employing or permitting minor to work as messenger: Limitations.

In incorporated cities and towns, no person under the age of 18 years shall be employed or permitted to work as a messenger for a telegraph or messenger company in the distribution, transmission or delivery of goods or messages before 5 a.m. or after 10 p.m. of any day.
[7:232:1913; 1919 RL p. 2649; NCL § 1053]
2023 Nevada Revised Statutes › Chapter 609 - Employment of Minors › NRS 609.240 - Maximum hours of employment of child under 16 years of age.

1. No child under the age of 16 years may be employed, permitted or suffered to work at any gainful occupation, other than employment as a performer in the production of a motion picture or work on a farm, more than 48 hours in any 1 week, or more than 8 hours in any 1 day.
2. The presence of a child in any establishment during working hours is prima facie evidence of employment of the child therein.
[8:232:1913; 1919 RL p. 2649; NCL § 1054]—(NRS A 1973, 264; 1983, 1171; 2017, 3887)
2023 Nevada Revised Statutes › Chapter 609 - Employment of Minors › NRS 609.245 - Employment of child under 14 years of age unlawful without written permission of district judge or designee.

Every person who employs and every parent, guardian or other person having the care, custody or control of such child, who permits to be employed, by another, any child under the age of 14 years at any labor whatever, in or in connection with any store, shop, factory, mine or any inside employment not connected with farmwork, housework or employment as a performer in a motion picture, without the written permission for the employment signed by a judge of the district court of the county of the child’s residence, or signed by a juvenile master, referee or probation officer authorized to sign such a permit by a judge of the district court of the county of the child’s residence, is guilty of a misdemeanor.
[1911 C&P § 559; RL § 6824; NCL § 10504]—(NRS A 1971, 256; 1973, 263; 1983, 1171)
2023 Nevada Revised Statutes › Chapter 609 - Employment of Minors › NRS 609.250 - Employment of child under 14 years of age unlawful when school in session; exceptions.

Except for employment as a performer in a motion picture, it is unlawful for any person to employ any child under 14 years of age in any business or service during the hours in which the public schools of the school district in which the child resides are in session, unless the child has been excused from attendance by the school district or by order of the juvenile court for the purpose of employment.
[1:232:1913; 1919 RL p. 2649; NCL § 1047]—(NRS A 1977, 1277; 1983, 1172; 1991, 2187; 2003, 1159)
2023 Nevada Revised Statutes › Chapter 609 - Employment of Minors › NRS 609.260 - Superintendent of public instruction and attendance officer may demand proof of age of employed minor.

1. The superintendent of public instruction or other authorized inspector or school attendance officer shall make demand on an employer in or about whose place or establishment a child apparently under the age of 14 years is employed, or permitted or suffered to work, during the hours in which public schools of the school district are in session. The employer shall either furnish him or her within 10 days satisfactory evidence that such child is in fact over 14 years of age or is permitted to work at such times by the school district or court order, or the employer shall cease to employ or permit or suffer such child to work.
2. Whoever continues to employ any child in violation of any of the provisions of this section, after being notified thereof by a school attendance officer or other authorized officer, shall for every day thereafter that such employment continues be punished by a fine of not less than $5 nor more than $20.
[4:232:1913; 1919 RL p. 2649; NCL § 1050] + [10:232:1913; 1919 RL p. 2651; NCL § 1056]—(NRS A 1977, 1277)
2023 Nevada Revised Statutes › Chapter 609 - Employment of Minors › NRS 609.400 - Definitions.

As used in NRS 609.400 to 609.570, inclusive, unless the context otherwise requires, the words and terms defined in NRS 609.410 to 609.470, inclusive, have the meanings ascribed to them in those sections.
(Added to NRS by 2003, 1587)