Because of the nature of the work environment and working hours required by certain careers, there are a wide variety of specific exemptions to Texas fixed assets overtime eligibility. Overtime laws in California and nationally are designed to prevent workers from being exploited by their employers, with hourly wage earners (particularly those in blue-collar indistries) being the primarily protected group. Because of the nature of the work environment and working hours required by certain careers, there are a wide variety of specific exemptions to California overtime eligibility. Overtime laws nationally are designed to prevent workers from being exploited by their employers, with hourly wage earners (particularly those in blue-collar indistries) being the primarily protected group. Because of the nature of the work environment and working hours required by certain careers, there are a wide variety of specific exemptions to Federal overtime eligibility.

Overview of the Fair Labor Standards Act (FLSA)

The majority of states have established their own minimum wage rates, which can be found in our minimum wage by state section. Unless all three conditions are met, the Section 7(i) exemption is not applicable, and overtime premium pay must be paid for all hours worked over 40 in a workweek at time and one-half the regular rate of pay. External salespeople (who often set their own hours) are also exempted from NV overtime requirements, as are some types of computer-related workers. Independent contractors, who are not considered legal employees, are also exempt from overtime law. Other exempt positions include some transportation workers, certain agricultural and farm workers, and some live-in employees such as housekeepers.

• Because of the nature of the work environment and working hours required by certain careers, there are a wide variety of specific exemptions to Nevada overtime eligibility.
• By clicking on the underlined text below, you will be linkedto information on the exemption.
• Employers must provide a reasonable amount of break time to pump milk as frequently as needed by the nursing employee.
• Tips paid to service employees by customers may never be considered commissions for the purposes of this exemption.
• The minimum wage is the lowest hourly pay rate employers can legally pay most workers.
• The lowest pay set by the federal government is $7.25 hourly, but some states enforce higher minimum wages.

Overtime Fact Sheets

Under the FLSA, most nursing employees have the right to reasonable break time and a private place to pump breast milk for their nursing child. This right is available each time the employee needs to pump for one year after her nursing child’s birth. Some apply to specific types of businesses; others apply to specific kinds of work. The following table includes many of the announced local rate changes for 2025 as well as some other local jurisdictions that typically make annual adjustments each July but haven't announced their 2025 rate yet. There may be additional local jurisdictions that have scheduled increases for July 1.

Overtime Pay, Salary and Comp Time

Employees who are exempted may be entitled to break time and/or space protections under State or local laws. Office of Personnel Management for employees of other Executive Branch agencies, and by the U.S. Numerous cities and counties are also increasing their minimum wage effective July 1, 2025. Some local jurisdictions adjust their minimum wages annually for inflation each July, but they haven't announced their 2025 rates yet. This table covers July 1, 2025 minimum wage increases for all applicable states and the District of Columbia. Understanding your rights is the first step toward ensuring you are paid fairly according to the law.

• If you believe your employer owes you overtime, learn how to file an overtime claim in Nevada.
• Your employer is not required to pay for your return transportation if you were terminated for fighting, intoxication, lying on your job application, or having unexcused absences from duties for more than three consecutive scheduled work days.
• The amendment adopts the federal Fair Labor Standards Act’s “8 and 80” rule for individuals employed in hospitals or establishments primarily engaged in the care of the sick, aged, or mentally ill people.
• If the employee is not paid in this manner, the employer must separately total the employee's commissions and other compensation paid during the representative period.

Call-back pay may be excluded from the regular rate provided the call-back was not prearranged. Payments may be considered prearranged if the scheduling issue that necessitated the payment was anticipated and could have been reasonably scheduled in advance. The specific facts of the situation determine whether the employer anticipated the work and could have scheduled the work. This fact sheet provides general information concerning the application of the Fair Labor Standards Act (“FLSA” or “Act”) to agricultural employment. The FLSA is the federal law which sets minimum wage, overtime, recordkeeping, Minimum Wage and Overtime Pay and child labor standards.

Exempt employees, who usually have executive, professional, or administrative jobs, must meet certain job duty requirements and earn a salary of at least a specific minimum amount. Overtime pay is an important part of the Fair Labor Standards Act (FLSA), but many people misunderstand how it applies to salaried employees. Yes, as long as you are given written notice of the change the payday before it takes effect. For example, if your normal payday (the day you are paid your wages) is on the 20th of the month, your employer could give you written notice of a change in your rate of pay any day up to and including the 20th.

• The DOL will attempt to negotiate with the employer on the employee's behalf for a settlement, and if this fails they may file suit on the employee's behalf for back wages, damages, and civil money penalties where appropriate.
• Premium pay required after 52 hours in seasonal amusement or recreation businesses.
• The Fair Labor Standards Act (FLSA) automatically qualifies certain types of workers who meet overtime pay requirements to receive overtime for all hours worked over 40 in a single week (or daily overtime limits set by Nevada overtime laws).
• If part or all of the service charges are paid to service employees, that payment may be considered commission and, if other conditions in section 7(i) are met, the service employees may be exempt from the payment of overtime premium pay.
• Federal child labor laws regulate permitted working hours for minors, the total amount that can be worked, as well as a a list of hazardous occupations that minors are not permitted to engage in.
• The Wage and Hour Division of the Department of Labor actively enforces the provisions of the FLSA, and employers who do not comply are subject to fines or criminal penalties.

The FLSA requires that all covered employers display approved Department of Labor posters that contain information on FLSA provisions including overtime, minimum wage, and child labor laws. Mandatory Federal posters can be found on the Financial Forecasting For Startups Federal labor law posters page, or purchased using the link below. If your job fits into one of the four main exemption categories to overtime law (executive, administrative, professional, and outside sales), then you are not protected by Nevada and federal overtime regulations. Additional state labor laws in Nevada also entitle any employee who works for more then 8 hours in a single day to be paid at least one and a half times their normal rate for all hours worked over the overtime limit.