Nevada Wage and Hour Investigations laws & compensation compliance analysis

Nevada Wage and Hour Investigations: What you need to know

Employers must admit the labor commissioner (or his or her authorized representative) to its place of employment at any reasonable time to gather facts and to enforce wage and hour laws. A person refusing entry may be charged with a misdemeanor and face a fine (NV Rev. Stat. Sec. 607.150). The commissioner may conduct hearings and issue wage-related decisions. In addition, the commissioner may take testimony, compel the attendance of witnesses, and issue subpoenas (NV Rev. Stat. Sec. 607.210).
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Under Nevada law, an employer is guilty of a misdemeanor for:
• Willfully refusing to testify before the labor commissioner (NV Rev. Stat. Sec. 607.210);
• Violating the state's minimum wage requirements (NV Rev. Stat. Sec. 608.290);
• Paying employees less than what they are entitled to through an agreed-upon collective bargaining agreement (NV Rev. Stat. Sec. 608.100);
• Willfully refusing to pay wages due upon demand, in most cases (NV Rev. Stat. Sec. 608.190 and Sec. 608.195);
• Violating provisions regarding the hours of work for minors (NV Rev. Stat. Sec. 609.270); and
• Failing to comply with prevailing wage requirements (NV Rev. Stat. Sec. 338.070).
Discharged employees. If a discharged employee, or an employee who quits his or her job, is not paid according to wage payment provisions, the employee's wages will continue at the same rate for up to 30 days (NV Rev. Stat. Sec. 608.040 and Sec. 608.050).
Payment of wages. Under certain circumstances, an employer who violates wage payment provisions must, in addition to unpaid wages and penalties, pay a reasonable attorney's fee “to be taxes as costs of suit” (NV Rev. Stat. Sec. 608.140). There is additional information on wage payment provisions.
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Nevada Wage and Hour Investigations Resources

Type Title
White Papers Increased Complaints, Enforcement, Warrant FLSA Changes
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