- Frequency of Wage Payments
- Manner of Wage Payments
- Direct Deposit
- Payroll Card
- Payment upon Separation from Employment
- Wages in Dispute
- Deductions from Wages
- Uniforms, Tools, and Other Equipment Necessary for Employment
- Pre-hire Medical, Physical, or Drug Tests
- Notice of Wage Reduction
- Statement of Wages (Pay Stub)
- Record Keeping Requirements
- Notice Requirements
Frequency of Wage Payments
An employer must pay wages two (2) times per month (semi-monthly), unless otherwise exempt. If paying two (2) times per month, an employer must pay all wages earned and unpaid before the first day of any month not later than 8:00 a.m. on the 15th day of the month following the month in which the wages or compensation was earned.
An employer must pay all wages earned and unpaid before the 16th day of any month not later than 8:00 a.m. on the last day of the same month. An employer and employee may enter into a contract agreeing to the payment of wages more frequently than semimonthly, but the employer cannot require the employee to sign such an agreement as a term or condition of employment.
An employer in Nevada whose principal place of business is located, and whose payroll is prepared, outside of Nevada may designate one or more days in each month as fixed paydays for the payment of wages to an employee employed in:
- a bona fide executive, administrative or professional capacity;
- the capacity of outside salesman; or
- the capacity of a supervisor.
An employer must establish and maintain regular paydays and must post and maintain posted notices, printed in plain type or written in plain script, in at least two (2) 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.
If an employee is absent at the time and place of the payment of wages or compensation, an employer must pay the employee within five (5) days of the employee’s demand for payment.
Manner of Wage Payments
An employer may pay employees by:
- cash
- check redeemable at face value with deduction or fee
- any other manner agreed to by the employee
An employer may use an electronic payment system, including, but not limited to, direct deposit, debit card or similar payment system if:
- The employee can obtain immediate payment in full;
- The employee receives at least one free transaction per pay period and any fees or other charges are prominently disclosed to and subject to the written consent of the employee;
- The location of payment is easily and readily accessible to the employee;
- There are no other requirements or restrictions that a reasonable person would find to be an unreasonable burden or inconvenience; and
- The use of an electronic payment system is optional at the election of the employee.
Direct Deposit
An employer can pay employees by direct deposit if:
- The employee can obtain immediate payment in full;
- The employee receives at least one free transaction per pay period and any fees or other charges are prominently disclosed to and subject to the written consent of the employee;
- The location of payment is easily and readily accessible to the employee;
- There are no other requirements or restrictions that a reasonable person would find to be an unreasonable burden or inconvenience; and
- The use of an electronic payment system is optional at the election of the employee.
Payroll Card
An employer can pay employees by payroll card if:
- The employee can obtain immediate payment in full;
- The employee receives at least one free transaction per pay period and any fees or other charges are prominently disclosed to and subject to the written consent of the employee;
- The location of payment is easily and readily accessible to the employee;
- There are no other requirements or restrictions that a reasonable person would find to be an unreasonable burden or inconvenience; and
- The use of an electronic payment system is optional at the election of the employee.
Payment upon Separation from Employment
Employees who are fired, discharged, terminated, or laid off
When an employer discharges or lays off an employee, the employer must pay the employee all wages due immediately. NV Statute 608.020; NV Statute 608.050 This includes when an employer places an employee on nonworking status.
A nonworking status means laying off an employee but keeping them employed with the expectation that they could be called back to work at a future date. Nonworking status does not include:
- when an employee is suspended due to an employment-related investigation or disciplinary action
- when an employee is placed on on-call status
- when an employer approves an employees request to take a leave of absence
Employees who quit or resign
When an employee quits, the employer must pay the employee all wages due on the earlier of:
- the day on which he or she would have regularly been paid the wages or compensation; or
- seven (7) days after he resigns or quits.
Employees who are suspended or resigns due to a labor dispute (strike)
Nevada does not have a law specifically addressing the payment of wages to an employee who leaves employment due to a labor dispute, however, to ensure compliance with known laws, an employer should pay employees all wages due on the earlier of:
- the day on which he or she would have regularly been paid the wages or compensation; or
- seven (7) days after he resigns or quits.
Wages in Dispute
Nevada does not have any laws requiring an employer to pay an employee wages conceded to be due when involved in a wage dispute with the employee.
Deductions from Wages
An employer may not make any other deductions from an employee’s wages, unless:
- The employer has a reasonable basis to believe the employee is responsible for the amount being deducted by the employer, including
- cash shortages
- breakage, damage, or loss of the employer’s property
- required uniforms
- required tools
- other items necessary for employment
- The deduction is for a specific purpose, pay period and amount; and the wages.
An employer may not use a blanket authorization that was made in advance by the employee to withhold any amount from the wages due the employee.
An employer may not withhold or deduct wages from an employees paycheck, unless:
- required or permitted by state or federal law or
- consented to in writing by the employee
An employer may make the following deductions from an employee’s wages without the written authorization:
- Any amount required by law; and
- Any employee contribution to a benefit program, such as health insurance or a pension plan.
NV Statute 608.110; Nev. Admin. Code 608.160
Uniforms, Tools, and Other Equipment Necessary for Employment
An employer cannot require an employee to pay for a uniform or the cleaning of the uniform if it requires a special cleaning process. A uniform is defined as distinctive clothing which an employee of a business is required to wear and which serves as a clear means of identifying the employee with the business. NV Statute 608.165; NV Admin. Code 608.090
Pre-hire Medical, Physical, or Drug Tests
Nevada does not have any laws prohibiting an employer from requiring an applicant or employee to pay the cost of a medical examination or the cost of furnishing any records required by the employer as a condition of employment.
Notice of Wage Reduction
An employer must give employees at least seven (7) days written notice before reducing their wage rate. NV Statute 608.100
Statement of Wages (Pay Stub)
At the time of payment of wages, an employer must furnish employees with an itemized list showing the deductions made from wages. NV Statute 608.110
Record Keeping Requirements
An employer must establish and maintain for at least two (2) years records of wages for the benefit of his employees, showing for each pay period the following information for each employee:
- Gross wage or salary other than compensation in the form of:
- services; or
- food, housing or clothing.
- Deductions.
- Net cash wage or salary.
- Total hours employed in the pay period by noting the number of hours per day unless otherwise required in NV Statute 608.215.
- Date of payment.
Notice Requirements
An employer must post and maintain posted notices, printed in plain type or written in plain script, in at least two (2) conspicuous places where such notices can be seen by the employees, setting forth the regular paydays and the place of payment, which must be within the Justice Court precinct in which such services were performed.
An employer must give employees at least seven (7) days’ notice before any change is made to any payday or place of payment.
