2012 North Carolina State and Federal Labor Law Poster Includes:
-Unemployment Insurance
-North Carolina OSHA - Safety and Health Protection
-Wage and Hour Notice
(Updated)
-Workers' Compensation
-Free Posting Notice
-Payday Notice
-Emergency Notice
-Genetic Information Nondiscrimination Act (GINA)
(Updated)
-Federal Minimum Wage
(Updated)-Military Leave Act
(Updated)-Right To Work
(Updated)
-Uniformed Services Employment and Reemployment Rights Act (USERRA)
-Equal Employment Opportunity is the Law
-Employee Polygraph Protection Act
-Family and Medical Leave Act
(Updated)
-OSHA - Job Safety & Health Protection
The new NLRA notice comes with a mandatory size
requirement of 11” x 17”. Who is exempt from the NLRA Notice?Most
private employers are required to post the NLRA Poster. The law
specifically excludes public sector employees, agricultural and
domestic workers, independent contractors, workers employed by a parent
or spouse, and employees of air and rail carriers covered by the
Railway Labor Act.
For North Carolina Labor Law Poster Facts please click on
Labor Law Quick Facts.
The North Carolina minimum wage is $7.25 per hour. Premium pay is required after 45 hours a week in seasonal amusements or recreational establishments.*
An employer may pay as little as $2.13 per hour to tipped employees so long as each employee receives enough in tips to make up the difference between the wages paid and the minimum wage. Employees must be allowed to keep all tips, except that pooling is permitted if no employee’s tips are reduced more than 15 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 minimum wage, rounded to the lowest nickel.*
Overtime Laws: Time 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.*
*NOT LEGAL ADVICE OR OPINION. PLEASE CONSULT LEGAL EXPERT IN YOUR LOCAL AREA.
