Employment Attorney in Cadence, Nevada

Nevada is an at-will employment state under NRS 613.010, meaning employers can generally terminate employees for any reason or no reason. However, wrongful termination occurs when: the employee is fired for a discriminatory reason (NRS 613.330), the termination violates an employment contract, the employee was fired for whistleblowing (NRS 613.800), or the firing is in retaliation for protected activity (filing a workers comp claim, reporting safety violations). A Cadence employment attorney can evaluate your case.

Nevada's minimum wage is tiered under NRS 608.250. In 2024-2026, Nevada's minimum wage is $12.00/hour for all employees (the prior two-tier system based on health benefits was eliminated). Tipped employees must still receive minimum wage. Overtime is owed at 1.5x the regular rate for hours over 8 per day or 40 per week under NRS 608.018. A Cadence employment attorney can help you recover unpaid wages.

Discrimination claims in Nevada must be filed first with the Nevada Equal Rights Commission (NERC) or the EEOC within 300 days of the discriminatory act. After receiving a 'right to sue' letter, you have 90 days to file a lawsuit. Discrimination based on race, color, religion, national origin, sex, disability, age (40+), sexual orientation, and gender identity are all prohibited under NRS 613.330 and federal law. A Cadence employment attorney can guide you through the process.

Sexual harassment in Cadence workplaces violates NRS 613.330 and Title VII of the Civil Rights Act. It includes: quid pro quo harassment (job benefits conditioned on sexual favors) and hostile work environment (severe or pervasive conduct that creates an abusive work environment). Nevada employers with 15+ employees must have written sexual harassment policies and training. A Cadence employment attorney can help you document and report harassment.

Under NRS 608.019, Nevada employers must provide a 30-minute unpaid meal period for shifts over 8 hours and a 10-minute paid rest break for every 4 hours worked. Unlike many states, Nevada's break requirements are enforced regardless of employer size. Failure to provide mandated breaks entitles employees to additional pay. A Cadence employment attorney can help you recover unpaid wages from break violations.

No — Nevada law under NRS 613.800 and NRS 618.445 prohibits employer retaliation against employees who file discrimination, safety, or workers compensation complaints. Retaliation includes termination, demotion, reduction in hours, or hostile treatment. If your employer retaliated against you for a protected activity, you may have both a retaliation claim and the underlying complaint. Contact a Cadence employment attorney immediately to document the retaliation.