Essential Resources for Nevada Business Owners
Trusted HR Solutions for Nevada Businesses Since 1938.
Run Your Nevada Business with Ease
Running a business in Nevada comes with constant HR, compliance, and employment challenges. As a trusted partner to employers across the state, NAE provides expert guidance, practical resources, and customized support so you can confidently manage your workforce and focus on what matters most—growing your business.
HR Experts You Can Count On
Customized Business Solutions
Trusted Nevada Employment Knowledge
How NAE Helps Nevada Businesses Succeed
Trusted HR Consulting, Compliance & Employee Training Since 1938
Since 1938, the Nevada Association of Employers (NAE) has helped businesses across Nevada navigate the challenges of managing employees, staying compliant, and building stronger workplaces. Our members gain access to expert HR consulting, employment law guidance, business resources, and professional training designed to reduce risk, improve operations, and support long-term growth.
From small businesses to large organizations, employers rely on NAE for practical solutions, personalized support, and industry expertise. We measure our success by the success of the businesses we serve, providing the tools and guidance Nevada employers need to confidently achieve their goals.
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NV Business Success Stories
If you are not utilizing Nevada Association of Employers (NAE) services today you are missing out on the best HR partner available. NAE is who you call when you do not know the answer or when you need to talk through an idea. The staff is knowledgeable, resourceful and always offering great advice. Thank you.
It’s been my pleasure being associated with NAE for almost 20 years. They have constantly provided me with up to date, correct information on a very timely basis. The support they’ve provided us has been instrumental in our company’s policy making and its operations. I couldn’t imagine running an operation without having them as a fast, […]
My experience with the Nevada Association of Employers has been excellent. If I have any questions regarding any law, I always get a quick and very detailed response on how I should handle that situation, so I am in compliance with Nevada law. In addition, I have attended several trainings that have been provided by […]
Don't Miss Out On All Membership Has To Offer
Our experienced consultants and recruiters work collaboratively.
Amy Matthews, SPHR
Human Resources/Business Development
Larissa Faulkner, Ph.D
NAE Trainer
Audra L. Parton, JD
Member Services Coordinator
Cara Sheehan, Esq.
Legal Counsel
Pamela Murray, SPHR, SHRM-SCP
HR Consultant
Tanya Vial, SPHR, SHRM-CP, CAPM
HR Consultant
Thoran Towler, CEO of NAE
Nevada State Labor Laws Frequently Asked Questions
Nevada Association of Employers is your all-in-one comprehensive resource for any and all questions you may have regarding Nevada state labor laws. While our staff of HR and legal consulting experts are on hand to assist our members over the phone and via email, we’ve also compiled a list of commonly searched Google inquiries. Browse the questions below to see if your query is included. If not, or if you’d like more information, email info@nevadaemployers.org
NAE keeps up-to-date on all the latest information on changing laws and regulations that effect Nevada employers straight from sources like the Department of Labor and the Nevada Labor Commissioner. We keep our members informed through newsletters, informative articles and this website. We pride ourselves on making sure that we are sending out relevant information in a way that is accessible and understandable. Subscribe to our newsletter to stay informed.
Employers and employers frequently inquire about minimum wage rates. It is important for businesses to stay up to date. The current national minimum wage, which hasn’t changed since 2009, is currently $7.25 per hour. However, As of July 1, 2024, the Nevada minimum wage has increased to $12.00 per hour.
Federal law requires overtime pay only when an employee works more than 40 hours in a workweek. Nevada law requires overtime pay after 40 hours in a workweek and after 8 hours in a workday.
For purposes of Nevada law, a workday is defined as a period of 24 consecutive hours which begins when the employee begins work.
When an employee earns less than 1.5 times the minimum wage rate, the employee must receive 1.5 times his or her rate of pay whenever he or she works more than 40 hours in any scheduled week of work, or more than 8 hours in any workday (“daily overtime”) unless by mutual agreement the employee works a scheduled 10 hours per day for 4 calendar days within any scheduled week of work (a “4-10s” schedule). When an employee earns at least 1.5 times the minimum wage rate, the employee must receive 1.5 times his or her rate of pay whenever he or she works more than 40 hours in any scheduled week.
Beginning July 1, 2024, employees making less than $18.00 per hour will be entitled to overtime after 8 hours in any workday or 40 hours in a workweek. Employees making at or above that threshold are only entitled to overtime when they work more than 40 hours in a workweek.
Without specific authorization from the employee, employers may make deductions from an employee’s paycheck for (1) any amount required by law (i.e. taxes, child support, etc.) and (2) contributions to a benefit program (i.e. health insurance, pension plan, etc.).
In order to make other deductions from an employee’s paycheck, the following conditions must be met:
- The employer has a reasonable basis to believe the employee is responsible for the amount to be deducted.
- The deduction is for a specific purpose, pay period/date, and amount.
- The employee voluntarily authorizes, in writing, the employer to deduct the amount from their wage.
Nevada law specifically prohibits the use of a blanket authorizations made in advance to withhold any amount from wages due to the employee.
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Upcoming Training & HR Events
PREVENTING WORKPLACE HARASSMENT (WEBINAR)
Preventing workplace harassment is the responsibility of all employees — from top leadership to front line employees. Inappropriate behavior and abusive conduct affect not only the employee but the organization
August 24 @ 3:00 pmPAYFACTORS OFFICE HOURS (WEBINAR)
Have you registered to participate in Payfactors by Payscale, but have questions about the process or the platform? Join us for office hours to ask your questions and get assistance
August 26 @ 3:00 pm - 4:00 pmHR Recordkeeping: Essential Records and Retention Requirements (WEBINAR)
Accurate and organized HR records are essential for compliance, risk management, and effective employee administration. This webinar provides a practical overview of the key employee records employers should maintain, including
August 28 @ 9:00 am - 10:00 am
Stay informed with the latest updates on HR strategies & recruitment trends.
PARITICPATE IN THE 2027 BENEFITS & PERSONNEL PRACTICES SURVEY
Nevada Association of Employers (NAE) is now collecting data for the 2027 Benefits & Personnel Practices Survey, one of the most comprehensive sources of employee benefits and HR benchmarking data…
DRUG USE TRENDS: NEARLY 1 IN 5 WORKERS USING DRUGS
Each year, Quest Diagnostics publishes its Drug Test Index™ (DTI), a series of reports examining workplace drug use trends based on positivity rates from laboratory testing performed by Quest in…
CAN EMPLOYERS LIMIT UNION ORGANIZING IN PARKING LOTS? WHAT THE KROGER CASE SHOWS.
A recent case from the National Labor Relations Board (“NLRB”) demonstrates how careful employers must be when it comes to the places where they restrict concerted activity. On May 8th…
