Nevada Overtime Laws

Weekly overtime after 40 hours; daily overtime below the $18 hourly threshold is the practical starting point for most covered, nonexempt employees.

Overtime is calculated by workweek, not by pay period. An employer cannot average a long week and a short week together to avoid overtime that was earned in the long week.

The daily threshold is one and one-half times Nevada's $12 minimum wage. A qualifying, mutually agreed four-day, 10-hour schedule and statutory exemptions can change the result.

The general rule does not fit every worker or workplace. These points are especially important in Nevada:

• -The daily rule is wage-based: earning exactly $18 per hour or more generally removes the ordinary daily trigger, but not weekly overtime.
• -A valid four-day, 10-hour schedule can avoid daily overtime for the ninth and tenth hours when Nevada's requirements are met.
• -Nevada measures the daily period as a workday or 24-hour period under its wage rules; shift timing can matter.

Under the FLSA, hours worked generally include time the employer requires or permits an employee to spend working. That can include required preparation, certain training or travel, and work performed before clocking in or after clocking out.

Paid vacation, holidays and sick leave usually are not hours actually worked for the federal 40-hour calculation. A contract, policy or state-specific rule can be more generous.

The workweek is a fixed, recurring period of 168 hours. It does not have to run Monday through Sunday, but it cannot be changed from week to week simply to avoid overtime.

Being paid a salary does not automatically remove an employee's right to overtime.

Common executive, administrative and professional exemptions depend on the employee's real job duties and the applicable pay-basis requirements. A title such as "manager" does not settle the question.

State exemption tests can differ from federal tests. Employers should apply every law that covers the work rather than relying only on payroll method or title.

An employer may require advance approval before overtime is worked. Even so, covered work generally must be paid when the employer required it, allowed it, or knew or should have known it was happening.

The employer may address a violation of its scheduling policy separately, but it cannot accept compensable work and then erase the hours from payroll.