2018 Nevada Rules To Be Observed By Employers Peel 'N Post - Poster

Nevada 2018 Rules To Be Observed Peel ‘N Post™

$9.95

Update your Nevada All-On-One™ Labor Law Poster with the 2018 Nevada Rules To Be Observed By Employers Peel ‘N Post™ sticker.

Clear
SKU: 90710

The law requires additional posters for your industry

Pick your industry to be in complete compliance with all state and federal labor laws for your state and industry.

The 2018 Nevada Rules To Be Observed By Employers Peel ‘N Post™ update sticker adheres to existing Nevada All-On-One™ Labor Law Posters and Mobile Poster Paks™ to ensure that mandatory workplace posters are compliant. Please note: Mobile Poster Pak Peel ‘N Post purchasers will receive Page 2 of the Rules To Be Observed By Employers / Nevada Wage and Hour Laws posting. There are no changes to Page 1.

The Nevada Rules To Be Observed By Employers notice provides information on the state’s wage and hour laws, including mandatory rest periods, payday requirements,  allowable deductions from wages, and overtime.

The Nevada Rules To Be Observed By Employers notice has been updated in response to the Domestic Workers Bill of Rights law which came into effect in January of 2018. The new law exempts domestic workers who reside in the household in which they work and who have entered into written agreement with their employers from the overtime provisions of Nevada’s wage and hour law.

On the 2018 Nevada Rules To Be Observed By Employers notice, the category of domestic workers under agreement by their employer has been added to the list of employees who are exempt from overtime provisions. The revision date for the notice has been updated to 8-03-2018. Prior to this revision, the Nevada Rules To Be Observed By Employers poster was last updated in 2016.

Posting Requirement

The Nevada Rules To Be Observed By Employers notice must be posted and maintained on the premises where any person is employed. (53 NRS 608.013). This requirement applies to every employer, defined as “every person having control or custody of any employment, place of employment or any employee.”

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