Littler Mendelson, P.C. • June 14, 2019
In 2006, Nevada’s Constitution was amended to establish a two-tier minimum wage system dependent upon whether an employer provides “health benefits” to its employees.
Under SB 312, an employer that has 50 or more employees in Nevada will be required to provide employees 0.01923 hours of paid leave for each hour worked, up to a maximum of 40 hours of paid leave per benefit year. At that rate, employees would accrue the maximum 40 hours of paid leave if they work 2,080 hours (or 40 hours per week, 52 weeks per year).
Jackson Lewis P.C. • June 14, 2019
Nevada’s minimum wage will increase to $12.00 per hour (or $11.00 for employees offered health insurance) by mid-2024, based on a new bill signed into law by Nevada Governor Steve Sisolak. Beginning July 1, 2020, Nevada’s current minimum wage rates of $8.25 (without health insurance) and $7.25 (with health insurance) will increase by $0.75 to $9.00 and $8.00 respectively per hour, and will increase annually at that same rate until reaching $12.00 (or $11.00) per hour on July 1, 2024.
Jackson Lewis P.C. • June 14, 2019
This week, Governor Steve Sisolak signed a law requiring private employers with 50 or more employees in Nevada to provide 0.01923 hours of paid leave for each hour an employee works. Employees must be permitted to use up to forty hours of available paid leave “without providing a reason to his or her employer.” Nevada’s paid leave law is similar to the new paid leave law in Maine that requires employers provide paid leave that employees can use for any reason. New York City Council is reportedly considering similar legislation that would require paid personal time in addition to the safe/sick time that many employees are already entitled to. Nevada’s law takes effect on January 1, 2020 and Maine’s law takes effect on January 1, 2021.
Littler Mendelson, P.C. • June 10, 2019
Nevada Governor Steve Sisolak has announced his intent to sign Senate Bill No. 312, which will require, for the first time, that Nevada private-sector employers provide employees with up to 40 hours of paid leave per benefit year. Although originally styled as “sick leave” legislation, the final bill as enrolled requires that paid leave be made available to employees to be used for any reason. With limited exceptions, employers with 50 or more employees must provide paid leave to their employees in proportion to the number of hours worked. The bill makes no exception for part-time employees. The legislation becomes effective on January 1, 2020.
A new law establishes a minimum level of health benefits that an employer in Nevada must make available to employees and their dependents in order to pay a lower minimum wage to the employee.
Littler Mendelson, P.C. • May 30, 2019
On May 21, 2019, Nevada Governor Steve Sisolak signed a bill that seeks to clarify what type of health benefits an employer must provide in order to pay its employees the lower-tier minimum wage under the Minimum Wage Amendment (MWA) Act. The enactment of Senate Bill No. 192 appears to be in response to a Nevada Supreme Court decision issued last year that addressed this issue. Although the new law effectively overrules the court decision and codifies a new standard, questions about the range of new benefits that must be provided to qualify as “health benefits” and their resulting cost will likely remain.
Littler Mendelson, P.C. • May 27, 2019
The Nevada Legislature recently passed Senate Bill No. 177, which greatly expands the remedies available under Nevada’s anti-discrimination statute and provides other significant changes to the administrative process before the Nevada Equal Rights Commission (“NERC”). Senate Bill No. 177 passed both legislative houses with overwhelming support and Governor Sisolak signed the bill on May 21, 2019. The measure becomes effective on October 1, 2019.
Jackson Lewis P.C. • September 24, 2018
The laws of Nevada and Arizona require employers to pay their workers for time spent going through security screenings at the end of their shifts, the federal appeals court in Cincinnati has ruled. Busk et al. v. Integrity Staffing Solutions et al., Nos. 17-5784 and 17-5785 (6th Cir. Sept. 19, 2018).
Jackson Lewis P.C. • August 27, 2018
A non-compete agreement in Nevada “must be limited to the geographical areas in which an employer has particular business interests,” the Nevada Supreme Court has affirmed. Shores v. Global Experience Specialists, Inc., 134 Nev. Adv. Op. 61 (Aug. 2, 2018).