Nevada aligns with federal $684/week salary threshold for exempt status.
In Nevada, employees must meet both the federal salary basis test and the duties test to be classified as exempt from overtime and minimum wage requirements. The federal threshold of $684 per week ($35,568 annually) controls, as Nevada does not have a higher state-specific salary threshold. Misclassification carries significant penalties, including back pay and fines.
FLSA $684/wk Exempt Classification
Validates exempt against $684/week federal salary basis + duties test. Federal threshold controls — exemption requires both salary and duties tests.
What those rules do as a Nevada shift is created.
Teambridge automatically evaluates employee classifications against federal and state requirements. For Nevada, this means diligently checking both the salary paid and the nature of the duties performed to ensure compliance with FLSA exemption standards.
Block Misclassification
If an employee is designated as exempt but earns less than $684 per week, or their duties do not meet the FLSA's executive, administrative, or professional criteria, Teambridge flags the employee as potentially misclassified and prevents the application of exempt rules (e.g., no overtime calculation).
Flag Borderline Cases
When an employee's salary is very close to the $684/week threshold or their duties involve a mix of exempt and non-exempt tasks, Teambridge provides an alert for manual review, ensuring that complex cases receive human oversight before potential issues arise.
Validate Exempt Status
For employees correctly classified as exempt, Teambridge ensures that their pay periods reflect a salary basis, without deductions for variations in quality or quantity of work, and that they are not subject to overtime calculations for hours worked beyond 40 in a workweek.
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Nevada adheres to federal FLSA standards for exempt classification.
Nevada law generally defers to the federal Fair Labor Standards Act (FLSA) for the classification of employees as exempt from minimum wage and overtime requirements. This means that to be properly classified as exempt, an employee must satisfy both the FLSA's salary basis test and its duties test.
NRS § 608.012: The provisions of NRS 608.010 to 608.019, inclusive, do not apply to: [...] (b) An employee who is exempt from the provisions of the Fair Labor Standards Act of 1938, as amended, pursuant to 29 U.S.C. § 213(a)(1).
Salary Basis Test
Employees must be paid on a salary basis, meaning they receive a predetermined amount of compensation each pay period (at least weekly or less frequently) that is not subject to reduction because of variations in the quality or quantity of the work performed. As of January 1, 2020, the federal minimum salary threshold for most exemptions is $684 per week ($35,568 annually). Nevada does not impose a higher state-specific salary threshold, so the federal amount applies.
Duties Test
In addition to meeting the salary basis test, an employee's primary duties must fall within one of the recognized FLSA exemption categories: executive, administrative, or professional. Each category has specific criteria regarding the employee's responsibilities, decision-making authority, and required level of education or skill. Teambridge continually monitors for updates to these federal duties tests to ensure ongoing compliance.
Teambridge ensures proper exempt classification without manual oversight.
Teambridge integrates the FLSA's salary and duties tests directly into your payroll and HR systems, providing continuous validation and alerts for potential misclassifications. This proactive approach minimizes compliance risk and ensures fair treatment of your Nevada workforce.
Automatically pulls employee data
Teambridge ingests salary, job title, and duties descriptions from your HRIS. This data forms the basis for evaluating exemption eligibility against the FLSA criteria.
Verifies salary basis compliance
The system automatically checks if an employee's annualized salary meets or exceeds the current federal threshold of $684 per week. If not, the employee is immediately flagged.
Applies FLSA duties criteria
Using AI-powered natural language processing, Teambridge analyzes job descriptions and reported duties against the FLSA's executive, administrative, and professional tests. It identifies potential discrepancies and flags them for review.
Notifies HR of misclassification risks
Any potential misclassification, whether due to salary or duties, triggers an immediate alert to your HR team, providing detailed reasoning and recommended actions to rectify the situation.
People also ask.
What is the minimum salary for exempt employees in Nevada?
Nevada does not have a separate state minimum salary for exempt employees. Instead, it defers to the federal Fair Labor Standards Act (FLSA) threshold. As of the latest update, the federal minimum salary for most exempt employees is $684 per week, or $35,568 annually.
Do I only need to meet the salary threshold for an employee to be exempt in Nevada?
No. Meeting the salary threshold is only one part of the exemption test. In addition to earning at least $684 per week on a salary basis, an employee's primary job duties must also meet the criteria for one of the FLSA's recognized exemptions (executive, administrative, or professional). Both tests must be satisfied.
What are the consequences of misclassifying an employee as exempt?
Misclassifying an employee as exempt can lead to significant penalties. Employers may be liable for unpaid overtime wages, liquidated damages, penalties for late payment of wages, and attorney's fees. Both federal and state agencies can pursue these claims.
Does Nevada have its own specific "duties test" for exempt employees?
No, Nevada generally adopts the federal FLSA duties tests. The criteria for executive, administrative, and professional exemptions are those defined by the U.S. Department of Labor. These tests examine the actual work performed, not just the job title.
Can an employee lose their exempt status if their salary is occasionally reduced?
Exempt employees must be paid on a "salary basis," meaning they receive a predetermined amount that is not subject to reduction due to variations in work quantity or quality. Improper deductions can cause an employee to lose their exempt status, even if they meet the duties test and generally earn above the threshold.
How does Teambridge help ensure correct exempt classification in Nevada?
Teambridge automates the validation process by checking employee salaries against the federal $684/week threshold and analyzing job descriptions for compliance with FLSA duties tests. It provides real-time alerts for potential misclassifications, helping employers proactively address issues and maintain compliance.