Nevada Labor Law Posters
Employers are required to display both state and federal labor and employment posters. This means that employers must post certain notices in their workplaces so employees have access to information about the applicable labor laws. These posters, also known as workplace postings or workplace compliance posters, can be downloaded for free from our website.
Posting Requirements
The type of posters you are required to post will be determined by:
- The nature of your business
- The number of employees
- The primary language spoken by your employees
- Whether you employ people with disabilities
- Whether you employ minors
All notices must be posted in a conspicuous place so that they can be seen and read by employees. Failure to post notices can result in stiff penalties and possible fines.
Don't forget to visit our federal poster page to see if you require additional posters specific to your organization.
Find the Right Poster for You
The posters we provide are organized into four sections:
Mandatory for All Nevada Employers
Nevada Safety and Health Protection on the Job
The “Nevada Safety and Health Protection on the Job” Poster describes the responsibilities of employees and employers so that all can have a safe and healthy workplace.
The poster must be posted in a conspicuous area on the employer’s premises where employees can readily see it.
Required for: All NV Employers.
[English]
Emergency Phone Numbers
The “Emergency Phone Numbers” Poster provides space for the employer to fill out all relevant phone numbers that may be useful in an emergency.
The poster must be posted in a conspicuous area on the employer’s premises where employees can readily see it.
Required for: All NV Employers.
[English] [Spanish]
Minimum Wage 2019 Annual Bulletin
The “Minimum Wage 2019 Annual Bulletin” informs employees of the Nevada minimum wage.
The poster must be posted in a conspicuous area on the employer’s premises where employees can readily see it.
Required for: All NV Employers.
[English] [Spanish]
2019 Annual Daily Overtime Bulletin
The “2019 Annual Daily Overtime Bulletin” informs employees of Nevada’s overtime wage.
The poster must be posted in a conspicuous area on the employer’s premises where employees can readily see it.
Required for: All NV Employers.
[English] [Spanish]
Domestic Violence Bulletin
The “Domestic Violence Bulletin” states that an employee who has been employed by an employer for at 90 days and who is a victim of an act which constitutes domestic violence, or whose family or household member is a victim of an act which constitutes domestic violence, and the employee is not the
alleged perpetrator, is entitled to not more than 160 hours of leave in one 12-month period.
The poster must be posted in a conspicuous area on the employer’s premises where employees can readily see it.
Required for: All NV Employers.
[English] [Spanish]
Unemployment Insurance
The “Unemployment Insurance” Notice to Employees states that the employees of this establishment are protected by Unemployment Insurance. This employer is required by law to contribute to the Nevada Unemployment Compensation Fund.
The notice must be posted in a conspicuous area on the employer’s premises where employees can readily see it.
Required for: All NV Employers.
[English] [Spanish]
Informational Poster Regarding Workers’ Compensation
The “Information Poster Regarding Workers’ Compensation” provides a brief description of your rights and benefits if you are injured on the job or have an occupational disease.
The poster must be posted in a conspicuous area on the employer’s premises where employees can readily see it.
Required for: All NV Employers.
[English]
Notice Of Limitations Affecting the Application of Lie Detector Tests
The “Notice of Limitations Affecting the Application of Lie Detector Tests” prohibits an employer from taking adverse action against any employee or prospective employee based on the results of any lie detector test or refusal to take any lie detector test.
The poster must be posted in a conspicuous area on the employer’s premises where employees can readily see it.
Required for: All NV Employers.
[English] [Spanish]
Rules to be Observed by Employers
The “Rules to be Observed by Employers” Poster is an abstract of the Nevada Wage and Hour Laws so that employers and employees know their responsibilities and rights in the workplace.
The poster must be posted in a conspicuous area on the employer’s premises where employees can readily see it.
Required for: All NV Employers.
[English] [Spanish]
Domestic Workers' Rights
The “Domestic Workers’ Rights” Poster is a bill of rights for domestic workers, which are employees who perform household services in or about a private residence.
The poster must be posted in a conspicuous area on the employer’s premises where employees can readily see it.
Required for: All NV Employers.
[English] [Spanish]
Paid Leave
Nevada’s “Paid Leave” Poster states that every employer in private employment with not less than 50 employees shall provide paid leave to each employee of the employer.
The poster must be posted in a conspicuous area on the employer’s premises where employees can readily see it.
Required for: All NV Employers.
[English] [Spanish]
Nevada Pregnant Workers' Fairness Act
The “Nevada Pregnant Workers’ Fairness Act” Poster states that employees have the right to be free from discriminatory or unlawful employment practices based on pregnancy, childbirth, or a related medical condition.
The poster must be posted in a conspicuous area on the employer’s premises where employees can readily see it.
Required for: All NV Employers.
[English]
Federally Mandated
Equal Employment Opportunity is the Law
Executive Order 11246 (E.O. 11246), also known as the “Equal Employment Opportunity is the Law” Poster prohibits certain Federal contractors and subcontractors from discriminating in employment decisions on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin. Additionally, it protects applicants and employees from discriminatory discipline, including firing, for asking about, discussing, or disclosing their pay or the pay of their co-workers. E.O. 11246 also requires covered government contractors to take affirmative action to ensure that equal opportunity is provided in all aspects of employment.
Post copies of the poster, supplement, and provision in conspicuous places available to employees, applicants for employment, and send to representatives of labor organizations with which there is a collective bargaining agreement.
Required for: NV Employers with 15 or more employees.
Employee Rights Under the Fair Labor Standards Act
The "Employee Rights Under the Fair Labor Standards" Poster establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting full-time and part-time workers in the private sector and in Federal, state, and local governments. The FLSA requires employers to pay covered nonexempt employees a minimum wage of not less than $7.25 per hour.
The poster must be posted in a conspicuous area on the employer's premises where employees can readily see it.
Required for: All NV Employers.
Large Posters: [English] [Spanish] [Chinese] [Russian] [Thai] [Hmong] [Vietnamese] [Korean] [Polish]
Employee Polygraph Protection Act
The "Employee Polygraph Protection Act" (EPPA) generally prevents private sector employers from using lie detector tests, either for pre-employment screening or during the course of employment, with certain exceptions. Employers generally may not require or request any employee or job applicant to take a lie detector test, or discharge, discipline, or discriminate against an employee or job applicant for refusing to take a test.
EPPA excludes federal, state, and local government agencies from the Act's coverage, with respect to public employees. Lie detector tests may also be administered by the Federal Government to employees of Federal contractors engaged in national security intelligence or counterintelligence functions.
The poster must be posted in a conspicuous area on the employer's premises where employees and applicants for employment can readily see it.
Required for: All NV Employers.
USERRA - Uniformed Services Employment and Reemployment Rights Act
Employers are required to provide to persons entitled to the rights and benefits under the Uniformed Services Employment and Reemployment Rights Act (USERRA), a notice of the rights, benefits, and obligations of such persons and such employers under USERRA.
Employers may provide the notice, "Your Rights Under USERRA", by posting it where employee notices are customarily placed. However, employers are free to provide the notice to employees in other ways that will minimize costs if the full text of the notice is provided (e.g., by handing or mailing out the notice, or distributing the notice via electronic mail).
Required for: All NV Employers.
[English]
Mandatory for Some Nevada Employers
Nevada Clean Indoor Air Act
The “Nevada Clean Indoor Air Act” states that smoking tobacco is prohibited in most public places and indoor places of employment, such as:
- Public and private school buildings and on public and private school grounds
- Child care facilities with five or more children
- All areas of grocery stores, convenience stores, and drug stores (including gaming areas)
- All indoor areas within restaurants, including those in casinos or gaming establishments
- Bars, taverns, and saloons that allow minors under the age of 21 to enter
- Shopping malls and retail establishments
- Video arcades
- Government buildings and public places
- Movie theaters
Due to the exemptions in the Nevada Clean Indoor Air Act, smoking is still allowed in the following places:
- Gaming areas of casinos where loitering by minors is restricted by law
- Completely enclosed areas with stand-alone bars, taverns, and saloons in which patrons under 21 years of age are prohibited from entering
- Strip clubs or brothels
- Retail tobacco stores
- Areas of convention facilities during tobacco-related trade shows, that are closed to the public
- Private residences, including those used as an office workplace except if it is used as a child care or health care facility
The person in control of the locations where smoking is prohibited must post signs banning smoking in their establishment.
Required for: Most NV Employers of public places and indoor places of employment.
Prevailing Wage Rates
The prevailing wage rates for public contractors are divided into 4 different regions in Nevada: Clark County Region, Southern Nevada Rural Region, Washoe County Region, and Northern Nevada Rural Region. View and download the Prevailing Wage Rate applicable to your employees.
The applicable prevailing wage rates must be posted on the site of the public work in a place generally visible to the workers.
Required for: NV Public Contractors and Subcontractors.
This Organization Participates in E-Verify
The “This Organization Participates in E-Verify” Poster informs employees that this employer will provide the federal government with employees’ Form I-9 information to confirm that they are authorized to work in the U.S.
This notice must be posted in a conspicuous area on the employer’s premises where employees can readily see it.
Required for: All NV Employers who participate in E-Verify.
If You Have the Right to Work Don’t Let Anyone Take it Away
The “If You Have the Right to Work Don’t Let Anyone Take it Away” Poster from the Department of Justice informs employees that if they have the skills, experience, and legal right to work, their citizenship or immigration status shouldn’t merit discrimination in the workplace. This poster also provides contact information for the Immigrant and Employee Rights Section (IER).
This notice must be posted in a conspicuous area on the employer’s premises where employees can readily see it.
Required for: All NV Employers who participate in E-Verify.
Recommended
IRS Withholding Notice
Publication 213, the “IRS Withholding Notice”, is a bulletin board poster advising workers to consider whether they need to file a new Form W-4 with their employer, including options that would affect that decision like marriage or divorce, changing your name, gaining or losing a dependent, or changes to your income.
All Employers have the option to post this notice in a conspicuous area, but it is not required.
[English]