Welcome to the AMIAS HR Legal Law Lowdown's ...

September 2025:

Your favorite HR superheroes are back with another thrilling episode of “We Protect You From Yourself.” Today’s feature: Nevada’s shiny new Child Labor Law Update (Assembly Bill 215) is effective October 1, 2025. Spoiler alert: Nevada has decided kids should not be pulling graveyard shifts and 60-hour weeks. Shocking, right? 

Bored: Here is the bill: [ASSEMBLY BILL 215]

Here’s the basic breakdown, AMIAS-style:

The Big Changes (a.k.a. No More Minors @ Midnight):

• Kids between 16–19 (who are still in school and not emancipated) can’t work between 11:00 p.m. and 6:00 a.m. on school nights. Because apparently, math class is hard enough without being a zombie.
• Weekly hours for these kiddos are capped at 40 hours. That’s right — no more pretending your high school cashier is your full-time assistant manager. Bluntly, NO OT. 
• Kids can now officially work as lifeguards, arcade employees, or theatrical performers. (So yes, Timmy can save lives at the pool, hand you tokens, and also star in Cats the musical.)
• If you violate the Federal Fair Labor Standards Act for minors (FYI – this is called the FLSA), Nevada says: “Yeah, that’s illegal here too.”

The Required Notice:

Employers must post an abstract (fancy HR word for “poster”) created by the Labor Commissioner, which will:

• Be available on the Commissioner’s website
• Come with a QR code, so employees can scan it while they’re pretending to look busy. Now, if you have us doing your HR you would know they aren’t allowed to be on their phones. It’s in the handbook. Duh.

What You Need To Do:

• Review your policies so you don’t accidentally schedule Bella the Barista until 2:00 a.m. before her chem exam.
• Train supervisors on these changes (translation: tell them to quit working kids like tired little elves). This means ALL your supervisors. 
• Stay tuned for the official poster - don't worry, you don’t have to design it. You just can’t forget about it.

Bottom Line: 

If you employ minors in Nevada, update your stuff before October 1, 2025. And if you don’t employ minors? Congrats, you just read this entire memo for the HR fun of it. You’re welcome. 

Partner with AMIAS HR today - we keep your workplace legal, functional, and slightly less ridiculous. 

- Michelle, tag … you’re it 🧡 [sent via email on 9/29/25]

September 2025:

Maverick called and Nevada answered. As of October 1, 2025, Assembly Bill 422 is in effect, which means if your employee moonlights as part of the Nevada Wing of the Civil Air Patrol (thank you for your service), you need to let them fly – literally. Forget ping-pong tournaments in the break room … your staff might be out saving lives. What does this mean for you? There is a new law. 

Bored? Read it here: [ASSEMBLY BILL 422]

Here’s the cockpit briefing:

• Up to 10 workdays off per year to train for emergency missions (because practice makes perfect when it comes to saving lives). Think of it as “HR Top Gun Academy.”
• Up to 30 workdays off per year to respond to the real deal. Search and rescue, disaster response, all the things that sound way cooler than sitting through another budget meeting.
• Employees must notify you, show they’ve got official clearance from the Air Force, Governor, or other Big Deal, and hand over a Civil Air Patrol verification slip. No, a sticky note won’t cut it or even a letter from mom.
• Employers cannot retaliate, yank their vacation first, or “forget” to keep their job, seniority, or benefits warm while they’re gone.

Translation from legalese to AMIAS-speak: If your employee is out playing real-life hero, don’t be the workplace villain. 

Your next move? Update your leave policies (yep it has to be added), train your managers (because you know someone’s going to ask, “Do I still approve their PTO request?”), and get comfortable with the fact that your leave compliance just grew some bad-ass wings. 

Welcome to the Danger Zone of HR ... cue the music. Don’t worry - we'll protect you from yourself. We can do all this for you … just reach out. This law isn’t a mayday call … it’s more like a friendly fly-by.

— Michelle, tag … you’re it 🧡 [sent via email on 9/30/25]

October 2025:

Ah, California. They are at it again … shocker. Where the weather is perfect, avocado-toast is the norm, rent is absurd, and the employment laws change faster than a barista can spell your name wrong on a cup. Even Becky.

With a new year comes new rates. Starting January 1, 2026, California is raising its statewide minimum wage from $16.50 to $16.90/hour. Doesn't seem like much, but this small bump packs a punch – especially for employers trying to keep up with compliance, payroll, and whatever other drama is going down in that California breakroom.

Let’s break it down for y’all, AMIAS HR superhero style: 

Scene 1: Minimum Wage Goes Up ⬆️

• New statewide rate: $16.90/hour
• Bonus plot twist: Fast food and healthcare workers have their own higher minimum wages (part of the reason why you now have to do your own orders)
• Director’s note: If the city or county sets a higher wage, follow that. California loves a good subplot.

Translation: When in doubt, pay the higher rate. Your employees will thank you. The Labor Commissioner and the DOL may ignore you slightly less.

Oh – and yes, you will need a new set of labor law posters. Again. We’ll order these, so you don’t have to start googling “laminated compliance things.” We will make sure it checks the compliance check mark.

Scene 2: Exempt Salary Threshold Increases Too ⬆️

Got salaried folks labeled as “exempt”? Better be sure they pass the duties test & the salary test – for our non-HR folks this is otherwise that “no overtime” thing could come back to bite you in the ass. And it always does in California. Unsure what this is … you need to call us.

With the new minimum wage, exempt employees will need to earn at least $1,352 per week starting January 1, 2026. That’s roughly the cost of one tank of gas and a green juice in L.A. Want to know why if the hourly rate increases in CA the salary automatically increases? Reach out.

We are still waiting on California to release updated thresholds for computer professionals and physicians. Stay tuned – we’re expecting more plot twists at every turn. Dun, Dun … Dun.

Final Scene: What You Need to Do: 

• Pay at least $16.90/hour before January 1st 
• Pay at least $1,352/week for exempt folks before January 1st 
• Hang some new posters like your compliance depends on it (it does)
• Call us – seriously, we’ll protect you from yourself and help with all this California madness.

Lights, camera, compliance – the California sequel no one asked for but every employer has to star in. Don’t panic, we’ll handle the rewrites, the posters, and the legalese. All you have to do is reach out. Consider this less of a plot twist … and more of a happy ending. Roll credits.

— Michelle, tag … you’re it 🧡 [sent via email on 10/10/25]

October 2025:

Hello from the Mysterious Land of HR Mayhem – 

Once upon a time, employers could make employees pay back money for training if they quit early. Think of it like this: your boss sends you to “HR Hogwarts,” and if you left before graduation, you would owe them for the magic lessons.

Well, that’s changing. California just passed Assembly Bill 692 (and Nevada’s not far behind it’s in the works y’all), saying “nope” to most of these Training Repayment Agreement Provisions - or TRAPs, for short. A TRAP is when an employer makes you promise to pay back costs for some training, bonuses, or relocation if you leave too soon. It used to be legal (and sometimes fair), but too many dark wizards decided to use their powers for evil and keep people stuck in jobs. 

For years, that was totally legal. But too many companies started using TRAPs as, well… traps. Employees felt stuck, and regulators weren’t amused. So now, California just passed Assembly Bill 692, and Nevada is gearing up to follow suit my fellow muggles. Starting January 1, 2026, most TRAPs will be illegal in California unless they follow very specific (and complicated) rules. That is NOT code for yay, I get to still use them. Nevada is working on its own version, so employers … paying attention as well.

Bored? Accio Details! ⬇️ 

Bill Text | CA AB 692

So, what’s the big deal? Employers who ignore the new law(s) could face $5,000 fines per violation, pay employees’ attorney fees, and even star in their own Ministry of Magic drama – and not the fun kind.

Here’s what to do right now before your contracts get you in hot water:
➡ Review every employment agreement that includes any “pay-us-back-if-you-leave” language

➡ Review those lovely handbooks folks for the same lingo or versions of it
➡ Update your signing bonus and training repayment clauses to meet the new rules
➡ Call AMIAS HR before you accidentally commit an HR felony (kidding … mostly)

Questions? Confused? Slightly over it? Send it to AMIAS HR - we'll handle the legalese so you can get back to running your business or rewatching Harry Potter and the Chamber of Compliance.

— Michelle, tag … you’re it 🧡 [sent via email on 10/21/25]