Nevada allows tip pooling among employees who customarily receive tips. Under NRS 608.160, employers cannot take any portion of tips for themselves. Tip pools must exclude managers and supervisors. Under the 2018 federal tip pool rule, back-of-house employees may be included in tip pools when the employer does not take a tip credit. Nevada does not have a tip credit, so BOH inclusion is permitted as long as management is excluded.

As of July 1, 2024, Nevada's minimum wage is $12.00 per hour for all employees. Nevada eliminated the two-tier health benefit system; the rate is the same regardless of whether you offer health coverage. The rate is subject to annual review by the Labor Commissioner. For current required workplace postings, visit labor.nv.gov.

Allergen liability in Nevada falls under general negligence and product liability law. If a customer can show your staff failed to accurately communicate ingredients or cross-contamination risks when asked, you face significant exposure. Train all staff on the eight major allergens, document that training, and never guess about ingredients. Your general liability and umbrella policies may cover allergen claims; verify with your broker. Call the NvRA legal hotline immediately if you receive a claim or threat of suit.

Yes, with strict limits. Under the FLSA and Nevada law, employers may deduct the pro-rata share of credit card processing fees from tips charged on cards, but only the actual cost of processing that specific transaction, not a blanket fee. You cannot profit from the deduction, and it cannot reduce the employee's effective wage below minimum wage. Document the actual processor fee percentage and apply it consistently. Consult the NvRA legal hotline before implementing any tip deduction policy.

Under NRS 608.0197, Nevada employers with 50 or more employees must provide paid leave at 0.01923 hours per hour worked (approximately 40 hours per year for a full-time employee). Employees may use this leave for any reason with no medical documentation required. Leave accrues from day one but cannot be used until after 90 days of employment. Employers are not required to pay out unused leave upon separation unless their policy says otherwise. For employers under 50 employees, the state law does not apply but local ordinances may; verify your jurisdiction.