Nevada uses both weekly and daily overtime triggers. Everhour helps turn approved hours into billing and payroll-ready records.
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A Nevada overtime calculation answers whether a non-exempt employee earned straight time only or overtime at 1.5x the regular wage rate. Nevada requires overtime after more than 40 hours in any scheduled workweek for non-exempt employees, including those paid at least 1.5 times the minimum wage. That weekly rule is separate from the federal FLSA baseline for covered nonexempt employees.
Nevada also has a daily overtime rule for lower-paid employees. Daily overtime applies only to employees paid less than $18.00/hour, because that cutoff is 1.5 times Nevada's $12.00 minimum wage in the current annual wage and daily overtime bulletin cycle. For those workers, overtime starts after more than 8 hours in a workday or 24-hour period, unless the 4-days-by-10-hours schedule exception applies.
Nevada's daily rule changes the answer when a lower-paid non-exempt employee has long days but does not exceed 40 hours in the scheduled workweek. Example: an employee paid $16.00/hour works 10 hours Monday, 9 hours Tuesday, 7 hours Wednesday, 8 hours Thursday, and 6 hours Friday. Total weekly hours equal 40, so weekly overtime does not add anything.
Daily overtime still applies because the employee earns less than $18.00/hour and worked more than 8 hours on Monday and Tuesday. That creates 3 daily overtime hours: 2 from Monday and 1 from Tuesday. Pay 37 regular hours at $16.00 and 3 overtime hours at $24.00. The total is $664.00 before deductions, taxes, bonuses, or other pay items.
The main Nevada daily-overtime exception is a mutually agreed 4-days-by-10-hours schedule. If the employer and employee mutually agree to a scheduled 10-hour day for 4 calendar days within the scheduled workweek, the 8-hour daily overtime trigger does not apply to that schedule. Weekly overtime still applies after 40 hours.
This exception is easy to misread. A worker paid less than $18.00/hour who casually stays late for 10 hours on Monday is not automatically on a 4/10 schedule. The schedule must be the agreed arrangement, not an after-the-fact label. The Nevada Office of the Labor Commissioner investigates complaints involving unpaid wages, state minimum wage, overtime, and prevailing wage disputes, so the schedule record matters.
A one-off calculation is enough when you have a single employee, a fixed workweek, one regular wage rate, clear daily totals, and no exemption, CBA, commission, or 4/10 schedule issue. It is also enough for a quick check before asking payroll to review a specific workweek.
A managed workflow is better when overtime affects client billing, job costing, approvals, or recurring payroll handoff. Nevada daily overtime depends on day-by-day totals, not just the weekly total, so approved time records need to preserve each workday. Everhour can separate billable and non-billable time by project, task, member rate, and report column before totals move into billing or payroll review.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Yes. Nevada requires overtime after more than 40 hours in any scheduled workweek for non-exempt employees. Nevada also requires daily overtime after more than 8 hours in a workday or 24-hour period for employees paid less than $18.00/hour, subject to the mutually agreed 4-days-by-10-hours schedule exception.
Daily overtime applies only to employees paid less than $18.00/hour. That cutoff comes from 1.5 times Nevada's $12.00 minimum wage in the current annual wage and daily overtime bulletin cycle. Employees paid $18.00/hour or more are still covered by weekly overtime unless an exemption or other statutory exception applies.
No. Nevada's overtime statute uses one and one-half times the employee's regular wage rate. It does not create a general Nevada double-time threshold. Check contracts, collective bargaining agreements, employer policies, or a more protective rule if a specific workplace promises premium pay above the statutory overtime rate.
Yes, for the 8-hour daily trigger, when the employer and employee mutually agree to a scheduled 10-hour day for 4 calendar days within the scheduled workweek. The exception does not remove weekly overtime. If total hours exceed 40 in the scheduled workweek, weekly overtime still applies.
Review exemption status before calculating overtime for executive, administrative, professional, computer, outside-sales, motor carrier, retail commission, CBA-covered, agricultural, transportation, and other NRS 608.018 exception categories. For FLSA exemptions, job titles alone do not decide status; pay basis, pay level, duties, and coverage must match the applicable rule.
Everhour supports billable and non-billable time through project billing status, task-level non-billable controls, custom task rates, member-rate exceptions, and admin reports for billable time, non-billable time, billable amount, and cost. That helps separate payroll-facing overtime totals from client-facing invoice amounts.
Everhour Timesheets let users submit weekly project hours or working hours for review, and managers can approve, reject, partially approve, and lock submitted time. That approval flow keeps day-by-day records intact before overtime, billing, or payroll reports are used.
Track billable and non-billable Nevada hours by project, task, and rate before payroll review. Everhour keeps billing reports and overtime-facing time records connected.
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