Labor law posters are mandatory. They are employment law notices that all employers with at least one employee must conspicuously post in an area most frequented by employees. They can either be placed in break rooms or the employee lounge. Failure to display accurate state and employment law notices can result in hefty fines, penalties, and even lawsuits. Fines depend on the posted and the federal agency, but they range from $110 to $10,000. Maximum penalties apply when the employer is proven to violate the law repeatedly.
If more than 5% of your employees use a second language, you are also required to have your posters in their language. It is the employer’s responsibility to make sure that each and every one of their employees have proper information about their workplace rights following the state and federal employment laws.
Here are some of the different types of labor law posters that you must have to comply with the Nevada State law:
This poster is mandated by the State of Nevada Office of the Labor Commissioner. The NRS 613.480 (3&4) disallows an employer to make any actions any employee should the latter refuse to take a lie detector test or react negatively as a result of any untoward result of the test. Violating this provision may cause the employer to civil liability or pay fines as imposed by the Nevada Labor Commissioner.
This poster must detail all the rules that cover labor laws that look after the health and welfare of employees, including hours of service, working conditions, and necessary compensation. This poster shall include information about break time laws, wages, and statutes and regulations that safeguard against abuse.
This posted includes provisions for household employees. It applies to caregivers and other employees working at a residential facility. It also refers to cooks, waiters, valet drivers, chauffeurs, nannies, companions, babysitters, housekeepers, janitors, caretakers, gardeners, home health aides, personal care aides, and nurses. This posted provides details for NRS 608.008, NRS 608.018, NRS608.0195, NRS 608.154, NRS 608.155, NRS 608 215, and NRS 613.620.
This poster bulletin details all information an employee must do in case they suffer from domestic violence. It also includes how many days of leaves an employee has and on what circumstances an employee may file for a leave.
It is mandatory for an employer both the state and federal minimum wage poster. If the employers pay a higher rate, they still need to post these state and federal minimum wage notices.
Similarly, employers must also post the updated annual daily overtime notice to inform all their employees of their rights.
Employers must place this notice in at least two conspicuous places in the building. It includes the name of the business and the manner of payment (weekly, bi-weekly, semi-monthly, or monthly), and the place of distribution.
All employers of private businesses with 50 employees or more must provide a paid leave to each employee as detailed in this notice. Those who fail to post this notice may receive an administrative penalty of not more than $5,000 for each violation of NRS 608.005 to NRS 608.195, plus additional remedies and penalties.
Published by the State of Nevada, Division of Industrial Relations, Workers’ Compensation, this poster provides information on what employees must do when they have any injuries on the job or are suffering from occupational diseases.
Published by the Occupational Safety and Health Administration (OSHA) section, this notice must include the exact address of the business, name of company physician, number of a nearby hospital, ambulance services, fire department, and police department.
Another notice published by the Occupational Safety and Health Administration (OSHA) section of the Division of Industrial Relations of the State of Nevada, this notice includes provisions of the NRS Chapter 618 providing safety and health protection of employees by having safe working conditions.
This act aims to free pregnant women from suffering unlawful and discriminatory employment conditions as a result of pregnancy, childbirth, or any other related medical condition.
This act aims to free nursing mothers from suffering unlawful and discriminatory employment conditions as a result of breastfeeding. It also has information regarding break times necessary for expressing breast milk.
Employers must also have posters of the following federal laws:
While state or federal agencies do not regularly inspect workplaces, it is still necessary to have labor law posters. In most cases, state and federal agencies can investigate your workplace, and posters can be part of their investigation. It is best to comply to avoid penalties and lawsuits.