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North Carolina Free Printable Labor Law Posters Posters North Carolina N.C. Labor Laws Poster Required

 N.C. Labor Laws Poster PDF

The N.C. Labor Laws Poster is a labor law posters poster by the North Carolina Department Of Labor. This is a mandatory posting for all employers in North Carolina, and businesses who fail to comply may be subject to fines or sanctions.

This poster must be posted in a conspicuous place where all employees will see it. This poster describes what the minimum wage is as well as how overtime must be paid as well as exemptions to minimum wage and overtime. This poster also describes the requirements and restrictions minors have for employment with regards to hours possible that they can work and where they can and cannot work. Also described is when regular wage payments should be and where to file complaints if any violation of this law occurs. This law also discusses health and safety laws and what employers must do to follow the standards of the state and how the state deals with penalties to employers who do not follow health and safety standards.

NC All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both North Carolina and Federal poster requirements by clicking here .

Wage and Hour ActMinimum Wage: $7.25 per hour (effective 7/24/09).Employers in North Carolina are required to pay the higher of
the minimum wage rate established by state or federal laws.
The federal minimum wage increased to $7.25 per hour effec-
tive July 24, 2009; therefore, employers in North Carolina are
required to pay their employees at least $7.25 per hour.
An employer may pay as little as $2.13 per hour to tipped
employees so long as each employee receives enough in tips tomake up the difference between the wages paid and the minimumwage. Employees must be allowed to keep all tips, except thatpooling is permitted if no employee’s tips are reduced more than15 percent. The employer must keep an accurate and complete
record of tips as certified by each employee monthly or for
each pay period. Without these records, the employer may not
be allowed the tip credit.Certain full-time students may be paid 90 percent of the minimumwage, rounded to the lowest nickel.OvertimeTime and one-half must be paid after 40 hours of work in any one
workweek, except after 45 hours at seasonal recreational and
amusement establishments. The state overtime provision does not
apply to some employers and employees who are exempt.Youth EmploymentRules for all youths under 18 years old are:Youth employmentcertificates (YEC) are required. To obtain a YEC, please visit
our website at
Hazardous or Detrimental Occupations: State and federal
labor laws protect youth workers by making it illegal for
employers to hire them in dangerous jobs. For example, non-
agricultural workers under 18 years of age may not operate a
forklift; operate many types of power equipment such as meat
slicers, circular saws, band saws, bakery machinery or wood-
working machines; work as an electrician or electrician’s
helper; or work from any height above 10 feet, including the
use of ladders and scaffolds. For a complete list of prohibited
jobs, please visit our website at
Additional rules for 16- and 17-year-olds are: No work
between 11 p.m. and 5 a.m. when there is school the next day.
Exception: When the employer gets written permission from
the youth’s parents and principal.
Additional rules for 14- and 15-year-olds are:
Where work can be performed: Retail businesses, food service
establishments, service stations and offices of other businesses.Work is not permitted in manufacturing, mining or construc-
tion, or with power-driven machinery, or on the premises of a
business holding an ABC permit for the on-premises sale or
consumption of alcoholic beverages; except that youths at
least 14 years of age can work on the outside grounds of the premises with written consent from a parent or guardian as
long as the youth is not involved with the preparation, serving,dispensing or sale of alcoholic beverages.
Maximum hours per day:
Three on school days; eight if a
non-school day.
Maximum hours per week: 18 when school is in session; 40
when school is not in session.
Hours of the day: May work only between 7 a.m. and 7 p.m.
(9 p.m. from June 1 through Labor Day when school is not
in session).
Breaks: 30-minute breaks are required after any period of
five consecutive hours of work.
Additional rules for youths under 14 years old are: Work is
generally not permitted except when working for the youth’s
parents; in newspaper distribution to consumers; modeling; or
acting in movie, television, radio or theater production.
These state youth employment provisions do not apply to farm,
domestic or government work.Wage PaymentWages are due on the regular payday. If requested, final pay-
checks must be mailed. When the amount of wages is in dispute,
the employer’s payment of the undisputed portion cannot restrict
the right of the employee to continue a claim for the rest of the
Employees must be notified of paydays, pay rates, policies on
vacation and sick leave, and of commission, bonus and other pay
matters. Employers must notify employees in writing or through
a posted notice maintained in a place accessible to its employees
of any reduction in the rate of promised wages at least 24 hours
prior to such change.
Deductions from paychecks are limited to those required by
law and those agreed to in writing on or before payday. If the
written authorization that the employee signs does not specify
a dollar amount, the employee must receive prior to payday (1)
written notice of the  actual amount to be deducted, (2) written
notice of their right to withdraw the authorization, and (3) be
given a reasonable opportunity to withdraw the authorization.
The written authorization or written notice may be given in an
electronic format, provided the requirements of the Uniform
Electronic Transactions Act (Chapter 66, Article 40 of the N.C.
General Statutes) are met.The withholding or diversion of wages owed for the employer’s
benefit may not be taken if they reduce wages below the minimum
wage. No reductions may be made to overtime wages owed.Deductions for cash or inventory shortages or for loss or damage
to an employer’s property may not be taken unless the employee
receives seven days’ advance notice. This seven-day rule does
not apply to these deductions made at termination. An employer
may not use fraud or duress to require employees to pay back
protected  amounts.
If the employer provides vacation pay plans to employees, the
employer shall give vacation time off or payment in lieu of time
off, as required by company policy or practice. Employees must
be notified in writing or through a posted notice of any company
policy or practice that results in the loss or forfeiture of vacation
time or pay. Employees not so notified are not subject to such loss
or forfeiture.
The wage payment provisions apply to all private-sector employers
doing business in North Carolina. The wage payment provisions do
not apply to any federal, state or local agency or instrumentality of
government.ComplaintsThe department’s Wage and Hour Bureau investigates com-
plaints and collects back wages plus interest if they are due to
the employee. The state of North Carolina may bring civil or
criminal actions against the employer for violations of the law.
The employee may also sue the employer for back wages. The
court may award attorney’s fees, costs, liquidated damages and
Anyone having a question about the Wage and Hour Act may
write or call:
N.C. Department of Labor
Wage and Hour Bureau
1101 Mail Service Center
Raleigh, NC 27699 -
Phone: 1 -
800 -
625 -
2267 or 919 -
807 -
Fax: 888 -
733 -
www.nclabor.comEmployment at Will—Right-to-Work LawsNorth Carolina is an employment-at-will state. The term“employment-at-will” simply means that unless there is a specificlaw to protect employees or there is an employment contract
providing otherwise, then an employer can treat its employees as
it sees fit and the employer can discharge an employee at the will
of the employer for any reason or no reason at all.
North Carolina is a “right-to-work” state, which means that the
right of a person to work cannot be denied or abridged because
that person belongs—or does not belong—to a labor union. In
addition, an employer cannot require any person, as a condition
of employment or continuation of employment, to pay any
dues, fees or other charges of any kind to a labor union. Also,
an employer cannot enter into an agreement with a labor union
whereby (1) non-union members are denied the right to work
for the employer, (2) membership is made a condition of
employment or continuation of employment, or (3) the labor
union acquires an employment monopoly in any enterprise.
In addition, in  CWA v. Beck, 487 U.S. 735 (1988), the U.S.
Supreme Court stated that if a collective bargaining agreement
between an employer and a labor union requires employees to
pay uniform periodic dues and initiation fees, employees who are not union members can object to the use of their payments
for certain purposes and can only be required to pay their share
of union costs relating to collective bargaining, contract
administration and grievance adjustment. Thus, if you believe
that you have been required to pay dues or fees used in part to
support activities not directly related to the duties of collective
bargaining, you may be entitled to a refund and to an appropriatereduction in future payments.NCDOL does not have any enforcement authority of these laws, but
if you have any questions, contact the Regional Office of the
National Labor Relations Board (NLRB) at the following address
and phone number:
NLRB—Region 11 Office
Republic Square
4035 University Parkway, Suite 200
Winston-Salem, NC 27106
336 -
631 -
Employment DiscriminationThe department’s Employment Discrimin ation Bureau (EDB)
enforces the Retaliatory Employ ment Discrimination Act
(REDA). Employees involved in the following activities are
protected from retaliation or discrimination by their employer:•Workers’ Compensation Claims•Wage and Hour Complaints•Occupational Safety and Health Complaints•Mine Safety and Health Complaints•Genetic Testing•Sickle Cell or Hemoglobin Carriers•N.C. National Guard Service•The Juvenile Justice System•Victims of Domestic Violence•Pesticide Regulation Complaints
Employers who have questions about the application of REDA,
or employees who believe they have been discriminated or retal-
iated against, should contact the EDB information officer: N.C. Department of Labor
Employment Discrimination Bureau
1101 Mail Service Center
Raleigh, NC 27699 -
Phone: 1 -
800 -
625 -
2267 or 919 -
807 -
Fax: 919 -
807 -
www.nclabor.comAll complaints must be made within 180 days of the date of retaliation.

To find out more information about this poster and to download all of the\
required state and federal posters, please visit our website at: 12/1625,000 copies of this public document were printed at a cost of $3,000, \
or $.12 per copy.
N.C. Department of Labor
Wage and Hour Notice to Employees
Copyright © 2016 by N.C. Department of Labor
All photographs, graphics and illustrations are property of the N.C. Dep\
artment of Labor or are
used by permission/license of their respective copyright holders.

Safety and Health (OSHA)N.C. Department of Labor ResponsibilitiesThe state of North Carolina has a federally approved program to
administer the Occupational Safety and Health Act (OSHA) in
North Carolina. This program is administered by the N.C.
Department of Labor, Occupational Safety and Health (OSH)
Division.The OSH Division has the following responsibilities and powers:•Inspections—The OSH Division conducts workplace inspec-tions that can be triggered by complaints, accidents or because
the workplace has been randomly selected for an inspection.•Citations—Following an inspection, the employer may becited for one or more violations of the OSHA standards. The
employer will be given a timetable to correct the violation to
avoid further action.•Penalties —An employer can be fined up to $7,000 for each
“serious” violation. Serious violations that involve injury to a
person under 18 years of age could result in fines up to
$14,000 per violation. An additional maximum $7,000 penalty
can be assessed for each day an employer fails to correct or
abate a violation after the allotted time to do so has passed.A penalty of up to $70,000 may be issued for each willful or
repeat violation of an OSHA standard.
Criminal penalties of up to $10,000 may apply against
employers who are found guilty of willfully violating anystandard, rule or regulation that has resulted in an employee’sdeath.•OSHA Standards —The division adopts all federally man-
dated OSHA standards verbatim or can rewrite them to meet
state conditions, as long as the new version is at least as strict
as the federal standard.
A copy of any specific standard adopted by the OSH
Division is available free of charge. The entire “General
Industry” or “Construction Industry” standards are available
for a nominal cost by calling  1-
800 -
625 -
2267 or 919 -
807 -
Employer Rights and ResponsibilitiesPublic and private sector employers have a “general duty” to
provide their employees with workplaces that are free of recog-
nized hazards likely to cause serious injury or death. Employersmust comply with the OSHA safety and health standards adoptedby the Labor Department.•Inspections—An employer has the legal right to refuse to allow an inspector to enter the workplace without an adminis-
trative inspection warrant. If this occurs, the inspector will
obtain a warrant to conduct the inspection. The employer has
the right to accompany the inspector during the physical
inspection.•Discrimination—It is illegal to retaliate in any way against anemployee for raising a health or safety concern, filing a complaint,
reporting a work-related injury or illness, or assisting an inspector.
The department will investigate and may prosecute employers
who take such action.•Citations—If an OSH inspection results in one or more cita-tions, the employer is required to promptly and prominently
display the citation(s) at or near the place where the violation
allegedly occurred. It must remain posted for three working
days or until the violation has been corrected or abated,
whichever is longer.•Contesting Penalties—Once an employer has been cited, heor she may request an “informal conference” with OSH offi-
cials to discuss the penalty, abatement or other issues related
to the citation. This request must be made within 15 working
days after the citation is received.
The employer may formally contest (by filing a “Notice of
Contest”) the citation(s) or proposed penalty to the N.C.
Occupational Safety and Health Review Commission. The
Review Commission is an independent body that hears anddecides contestments by employers and employees concerningcitations, abatement periods and penalties.Employers wishing to know more about the procedures for
filing a “Notice of Contest” should contact the Review
Commission. Telephone:  919-
733 -
3589. Website: .
•Injury and Illness Records —Employers with 11 or more
employees, unless specifically exempted, are required to
maintain updated occupational injury and illness records of
their employees. Recordkeeping forms and information con-
cerning these requirements may be obtained from the
Education, Training and Technical Assistance Bureau, N.C.
Department of Labor. Call  1-
800 -
625 -
2267 or 919 -
807 -
2875.•Accident and Fatality Reporting —An employer must
report the following:
Within eight hours: Any work-related fatality.
Within 24 hours:•Any work-related in-patient hospitalization of one or more employees.•Any work-related amputation.•Any work-related loss of an eye.
To report an accident, call the OSH Division at  1-
800 -
625 -
2267 or 919 -
779 -
Employee Rights and ResponsibilitiesPublic and private sector employees must comply with occupa-
tional safety and health standards, rules, regulations, and those
orders issued under OSHA that relate to their own actions and
conduct.•Complaints—An employee has a right to make a complaint regarding workplace conditions he or she believes are unsafe,
unhealthy or in violation of OSHA standards. When an OSH
inspector is in an employee’s workplace, that employee has a
right to point out unsafe or unhealthy conditions and to freely
answer any questions asked by the inspector. When making a
complaint, the employee may request that his or her name be
kept confidential.
To make a complaint, call 1 -
800 -
625 -
2267 or
919 -
779 -
8560. Complaints also can be made online at•Contesting Abatement —Employees may contest any abate-
ment period set as a result of an OSH inspection at their
workplace. An employee has the right to appear before the
Review Commission to contest the abatement period and
seek judicial review.
Other OSHA Information
•Federal Monitoring —The OSH Division is monitored by the
U.S. Department of Labor. Federal authorities ensure that con-
tinued state administration is merited.  Any person who has a
complaint about the state’s administration of OSHA may con-
tact the Regional Office of the U.S. Department of Labor, 61
Forsyth  St. S.W., Suite 6T50, Atlanta, GA 30303.•Additional Information or Questions—Anyone having a
question about any of the above information may write or call:
N.C. Department of Labor
Occupational Safety and Health Division
1101 Mail Service Center
Raleigh, NC 27699 -
Phone: 1 -
800 -
625 -
2267 or 919 -
807 -
Fax: 919 -
807 -
E-mail: [email protected]
Wage and Hour Notice to Employees and OSH Notice to Employees must be pos\
ted together.
OSH Notice to Employees
This notice must be posted 
conspicuously. This poster is 
available free of charge to all  North Carolina workplaces. 
Call 1 -
800 -
625 -
2267 or 919 -
807 -
or order online.
Printed 12/1625,000 copies of this public document were printed at a cost of $3,000, \
or $.12 per copy.
Unemployment InsuranceNCDOL does not handle matters relating to unemploy-
ment insurance. If you would like information about
unemployment insurance policies or procedures, please
contact the Department of Commerce, Division of
Employment Security, P.O. Box 25903, Raleigh, NC
27611 -
5903, 1 -
888 -
737 -
N.C. Workers’ Compensation Notice to Injured Workers and Employers (Form 17)NCDOL does not handle matters relating to workers’ compensation. If you would like information about workers’ compensation
policies or procedures, please contact the N.C. Industrial Commission at\
 N.C. Industrial Commission, 4340 Mail Service Center,
Raleigh, NC 27699 -
4340; 919 -
807 -
2500; Form 17 must be prominently posted and must be printed in the same
colors and format that appear on the Industrial Commission website. To download and print the current version of Form 17, visit
1 -
800 -
NC -
( 1 -
800 -
625 -
2267 )
www.nclabor.    com
Cherie Berry
Commissioner of Labor
Copyright © 2016 by N.C. Department of Labor
All photographs, graphics and illustrations are property of the
N.C. Department of Labor or are used by permission/license of
their respective copyright holders.

Other North Carolina Labor Law Posters 4 PDFS

There are an additional six optional and mandatory North Carolina labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.

View all 7 North Carolina labor law posters

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URGENT: Mandatory Coronavirus Paid Leave Poster (FFCRA)

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