Work Hours

• The North Carolina Wage and Hour Act defines a workweek as a duration of 168 consecutive hours. Employers that are subject to the act must pay an overtime premium of one and one-half times the employee’s regular rate of pay for hours in excess of 40 in a workweek. Employers are not limited in the number of workday hours they may require an employee to work. If an employer turns an employee away from his normal shift due to lack of work, the North Carolina Wage and Hour Act does not require minimum hours or reporting pay.
  
  

Mandatory Overtime

• Employers have the right to require an employee to work an extended shift or back-to-back shifts. This right does not obligate the employer to pay for a minimum number of hours if the employer cancels the request without prior notice. Employers have the right to establish an employee’s willingness to comply with a request for mandatory overtime as a condition for continuing the employment relationship. For most employees, the overtime premium goes into effect after the completion of 40 work hours. For seasonal amusement park workers, the premium goes into effect after 45 hours.
  
  

In-transit Work Hours

• When an employee commutes between his home and his workplace, the in-transit time does not count toward hours worked. If an employee uses a company vehicle to travel between the office and a work site, then the in-transit time counts toward the employee’s work hours. If an employee does not perform any loading or unloading tasks buts opts to ride in a company vehicle to commute between the office and a designated work site, then the time does not count toward the hours worked. Travel among multiple work sites counts toward the employee’s in-transit work hours.
  
  

Youth Work Hours

• The NCDOL enforces the nonagricultural youth work hour provisions of the North Carolina Wage and Hour Act. Minors who are 14 or 15 years of age may not work more than three hours on a school day or eight hours on a nonschool day. The weekly limit is 18 hours when school is in session and 40 hours when it is not. If a 15-year-old is working five or more hours on a nonschool day, she has to take a break that lasts a minimum of 30 minutes.
  
  

Work Breaks

• With the exception of its youth work hour provisions, North Carolina mirrors the FLSA's approach to breaks in the workplace. Rest and meal breaks are not mandatory; however, there are a few rules to follow when an employer does allow breaks: Employers are to pay for breaks that are less than 30 minutes in length. They do not have to compensate employees for breaks lasting 30 minutes or longer. Employers have the right to require employees to remain on the premises during an unpaid break; however, they must relieve the employees of all work duties for the break to qualify as unpaid.