What Nevada law adds on top of federal law for nurses and EMS, and who to call.
Every rule here was read on the statute, regulation or agency page it cites. Checked November 10, 2026.
General information, not legal advice. Laws change and your facts decide how they apply. Before you act, confirm with the agency listed here or with an employment lawyer or your union representative.
Who to call in Nevada
Nevada Office of the Labor CommissionerUnpaid wages and state labor complaints. Start a complaint
U.S. Department of Labor, Wage and Hour DivisionUnpaid wages and overtime, PUMP Act, FMLA. Contact · 1-866-487-9243
OSHAPrivate-employer safety complaints, and retaliation for raising safety (30 days under the OSH Act). Public employees: see Unions and public employers. Contact
Larger Nevada hospitals (more than 70 licensed beds in a county of 100,000+) must have a staffing committee that meets at least quarterly and builds the documented staffing plan. At least half the regular members are direct care licensed nurses and CNAs, with one licensed nurse and one CNA from each unit elected by their unit peers.
Who it covers: Licensed nurses and CNAs providing direct patient care at Nevada hospitals with more than 70 licensed beds in counties of 100,000 or more.
Limits and exceptions to know (the law may have others; read the source):
If your union bargained a staffing committee, that committee counts as the hospital's staffing committee and the hospital doesn't have to form the one described above. (NRS 449.242(4))
"Not less than one-half of the total regular members of the staffing committee from the licensed nursing staff and certified nursing assistants who are providing direct patient care at the hospital."
Those same larger Nevada facilities must give every licensed nurse and CNA a written policy on refusing or objecting to an assignment. You can file an objection when an assignment violates the staffing law; you still take the assignment, and the facility has to respond within 45 days. You can ask to be relieved of an assignment for a reason the law allows, such as one you aren't trained or competent for, and the policy must let you refuse only when all three conditions below are met. The facility can't retaliate against you for refusing or objecting under that policy.
Who it covers: Licensed nurses and CNAs at Nevada-licensed hospitals, independent emergency centers, psychiatric hospitals and surgery centers with more than 70 licensed beds in counties of 100,000 or more.
Limits and exceptions to know (the law may have others; read the source):
The policy can set reasonable prior-notice requirements and give your supervisor a chance to review and relieve you or deny the request first.
You can refuse only if all three apply: your supervisor didn't approve your request and offered no fix, or an inadequate or late one; a complaint to the state would be too slow to deal with it; and you believe in good faith the assignment meets the policy's conditions for refusal. (NRS 449.2423(3)(c))
An objection doesn't let you decline the work: you file it and still accept the assignment, and the facility must answer within 45 days. (NRS 449.2423(4))
"a written policy that sets forth the circumstances under which a licensed nurse or certified nursing assistant may refuse or object to a work assignment."
"Whenever an employer discharges an employee, the wages and compensation earned and unpaid at the time of such discharge shall become due and payable immediately."
Quit or resigned: you must be paid by your regular payday or seven days after you leave, whichever is earlier.
Who it covers: Employees of Nevada employers.
"Whenever an employee resigns or quits his or her employment, the wages and compensation earned and unpaid at the time of the employee's resignation or quitting must be paid no later than: 1. The day on which the employee would have regularly been paid the wages or compensation; or 2. Seven days after the employee resigns or quits"
You can't be worked 8 hours straight without at least a 30-minute meal period.
Who it covers: Employees in Nevada, except those covered by a union contract.
Limits and exceptions to know (the law may have others; read the source):
Does not apply where only one person works at the location.
Doesn't apply to employees covered by a union contract. (NRS 608.019(3)(b))
An employer can get an exemption from the Labor Commissioner for some or all employees if it shows business necessity. (NRS 608.019(4))
The Labor Commissioner can also exempt a whole category of employers by regulation, after a hearing, for business necessity. (NRS 608.019(5))
"An employer shall not employ an employee for a continuous period of 8 hours without permitting the employee to have a meal period of at least one-half hour."
You get paid rest periods of 10 minutes for each 4 hours worked or major fraction, in the middle of each work period when practical.
Who it covers: Employees in Nevada, except those covered by a union contract.
Limits and exceptions to know (the law may have others; read the source):
Not required if your total daily work time is under 3.5 hours.
Does not apply where only one person works at the location.
Doesn't apply to employees covered by a union contract. (NRS 608.019(3)(b))
An employer can get an exemption from the Labor Commissioner for some or all employees if it shows business necessity. (NRS 608.019(4))
The Labor Commissioner can also exempt a whole category of employers by regulation, after a hearing, for business necessity. (NRS 608.019(5))
"Every employer shall authorize and permit all his or her employees to take rest periods, which, insofar as practicable, shall be in the middle of each work period. The duration of the rest periods shall be based on the total hours worked daily at the rate of 10 minutes for each 4 hours or major fraction thereof."
For Nevada we have not yet confirmed state rules on mandatory overtime. That does not mean Nevada has no rule on them: we leave a topic off until we have read it at the source, and only federal rules are shown for it here.