34-06 Minimum Wages and Hours

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CHAPTER 34-06MINIMUM WAGES AND HOURS34-06-01. Definitions. In this chapter, unless the context or subject matter otherwiserequires:1."Commissioner" means the labor commissioner.2."Employee" includes any individual employed by an employer.However, anindividual is not an "employee" while engaged in a ridesharing arrangement, as<br>defined in section 8-02-07.The term does not include a person engaged infirefighting or sworn law enforcement officers for a political subdivision of the state.3."Employer" includes any individual, partnership, association, corporation, limited<br>liability company, the state and political subdivisions of the state, or any person or<br>group of persons acting in the interest of an employer in relation to an employee.4."Minor" means a person of either sex under the age of eighteen years.5."Occupation" means a business or industry, or a trade or branch thereof, but it does<br>not include outside salesmen who are compensated on a commission basis.6."Wages" includes all payments made to or on behalf of an employee as<br>remuneration for employment, whether calculated on a time, piece, job, or incentive<br>basis.34-06-02.Power to investigate conditions of labor and wages and hours ofemployees. The commissioner has the power to:1.Investigate and ascertain the wages and the hours and conditions of labor of<br>employees in the different occupations in which they are employed within this state.2.Inspect and examine, either in person or through authorized representative, all<br>books, payrolls, and other records of any employer of employees appertaining to or<br>bearing on the questions of hours or conditions of labor of any employee employed<br>by such employer.3.Require from any employer of employees a full and true statement of the wages paid<br>to, and the hours and conditions of labor of, all employees in the employer's employ.34-06-03.Commissioner may adopt standards by rule.The commissioner mayascertain and prescribe by rule:1.Standards of hours of employment for employees and what are unreasonably long<br>hours for employees in any occupation within this state.2.Standards of conditions of labor for employees in any occupation within this state<br>and what surroundings or conditions, sanitary or otherwise, are detrimental to the<br>health or morals of employees in any such occupation.3.Standards of minimum wages for employees in any occupation in this state.4.Standards of minimum wages for minors in any occupation within this state and what<br>wages are unreasonably low for any such minor workers.34-06-03.1. Exemption for companionship services and family home care.Page No. 11.Employees who provide companionship services for individuals who, because of age<br>or disability, are unable to care for themselves are exempt from any minimum wage<br>and hour standards that may be prescribed under this chapter, to the extent that<br>those companionship services are provided by an employee from ten p.m. to nine<br>a.m., up to a total of eight hours, during which time the employee is available to<br>perform duties for the aged or disabled individual, but is free to sleep and otherwise<br>engage in normal private pursuits in the aged or disabled individual's home.<br>Employees who provide companionship services are not entitled to any overtime<br>premium that may be prescribed under this chapter.2.An individual who provides family home care is exempt from any minimum wage<br>and hour standards that may be prescribed under this chapter.3.An individual who contracts with an elderly or disabled person, or a spouse or<br>relative of an elderly or disabled person as described in subdivision b of<br>subsection 4, to provide room, board, supervisory care, and personal services to that<br>elderly or disabled person is exempt from any minimum wage and hour standards<br>that may be prescribed under this chapter.4.As used in this section:a."Companionship services" means those services that provide fellowship, care,<br>and protection for individuals who, because of advanced age or physical or<br>mental disabilities, cannot care for their own needs.Those services mayinclude household work related to the care of the aged or disabled person,<br>including meal preparation, bed making, washing of clothes, and other similar<br>services, and may include the performance of general household work if that<br>work does not exceed twenty percent of the total weekly hours worked.<br>"Companionship services" do not include services relating to the care and<br>protection of the aged or disabled which require and are performed by trained<br>personnel, including a registered or practical nurse, and do not include<br>individuals who provide care and protection for infants and young children who<br>are not physically or mentally disabled.b."Family home care" means the provision of room, board, supervisory care, and<br>personal services to an eligible elderly or disabled person by the spouse or by<br>one of the following relatives, or the current or former spouse of one of the<br>following relatives, of the elderly or disabled person: parent, grandparent, adult<br>child, adult sibling, adult grandchild, adult niece, or adult nephew.34-06-03.2. Authority of labor commissioner - Exception. Notwithstanding section34-06-03, the labor commissioner may not adopt rules relating to sections 23-12-09 through<br>23-12-11. If the labor commissioner is made aware of a possible violation of chapter 23-12, the<br>commissioner may refer the violation to an appropriate law enforcement agency for enforcement<br>pursuant to section 23-12-11.34-06-04.Power to make rules - Posting by employers. The commissioner mayprepare, adopt, and promulgate rules under chapter 28-32 to implement the various provisions of<br>this chapter. Before filing the notice of rulemaking and the proposed draft of rules under section<br>28-32-10, the commissioner shall send notice of the proposed rules to and solicit input from<br>associations with statewide membership of which the primary focus is representing business or<br>labor interests. The commissioner shall provide a summary of rules adopted under this chapter<br>to every employer affected by the rules. The employer shall keep a copy of the summary posted<br>in a conspicuous place in a commonly frequented area of the employer's establishment in which<br>employees work.34-06-04.1. Compensatory time, overtime, and work-period claims. The state or apolitical subdivision of the state may provide for compensatory time and for a work period for<br>compensatory time and overtime calculation for its employees if the state or political subdivisionPage No. 2complies with the requirements of the Fair Labor Standards Act of 1938, as amended,<br>[Pub. L. 75-718; 52 Stat. 1060; 29 U.S.C. 201 et seq.] and any rules and interpretations adopted<br>by the United States department of labor. The authority provided in this section applies in any<br>proceeding brought after June 30, 2003, with respect to compensatory time or overtime earned<br>regardless of when the work in question was performed.34-06-05. Employment of employees under certain conditions illegal. It is unlawfulto employ in any occupation within this state:1.Employees for unreasonably long hours.2.Employees under surroundings or conditions, sanitary or otherwise, which may be<br>detrimental to their health or morals.3.Employees for wages which are less than the state minimum wage.4.Minors for unreasonably low wages.34-06-05.1. One day of rest in seven - Penalty.1.An employer may not require an employee to work seven consecutive days in a<br>business that sells merchandise at retail. An employer may not deny an employee<br>at least one period of twenty-four consecutive hours of time off for rest or worship in<br>each seven-day period. The time off must be in addition to the regular periods of<br>rest allowed during each day worked. An employer shall accommodate the religious<br>beliefs and practices of an employee unless the employer can demonstrate that to<br>do so would constitute an undue hardship on the conduct of the employer's<br>business. However, if an employee requests time off to attend one regular worship<br>service a week, an employer may not require the employee to work during that<br>period unless:a.Honoring the employee's request would cause the employer substantial<br>economic burdens or would require the imposition of significant burdens on<br>other employees required to work in place of the Sabbath observer; orb.The employer has made a reasonable effort to accommodate the employee's<br>request.2.A violation of this section is a class B misdemeanor. It is an affirmative defense to<br>prosecution under this section that the employee volunteered for work on the<br>seventh consecutive day and the employee executed a written statement so stating.<br>The statement must also contain a provision, signed by the employer or the<br>employer's agent, that the employer did not require such work.3.This section applies only to an employer in a business that sells merchandise at<br>retail.34-06-06. Hours of labor for females limited - Exceptions. 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height:815px; text-align:center;\"\u003eLoading PDF...\u003c/div\u003e\u003cscript type=\"text/javascript\"\u003e var pdf_url = 'https://law.justia.com/codes/north-dakota/2009/t34/pdf/t34c06.pdf'; $(document).ready(function() { var embedwindow = $(\"#embed_document\"); if ($.browser.msie){ embedwindow.html('\u003cembed src=\"'+pdf_url+'\" width=\"100%\" height=\"100%\"\u003e\u003c/embed\u003e'); } else { embedwindow.html('\u003ciframe style=\"width:100%; height:100%;\" src=\"https://docs.google.com/gview?url='+window.escape(pdf_url)+'\u0026embedded=true\" frameborder=\"0\"\u003e\u003c/iframe\u003e'); } });\u003c/script\u003e\u003cbr\u003e\u003cbr\u003e\u003cnoframes\u003eCHAPTER 34-06MINIMUM WAGES AND HOURS34-06-01. Definitions. In this chapter, unless the context or subject matter otherwiserequires:1.\u0026quot;Commissioner\u0026quot; means the labor commissioner.2.\u0026quot;Employee\u0026quot; includes any individual employed by an employer.However, anindividual is not an \u0026quot;employee\u0026quot; while engaged in a ridesharing arrangement, as\u003cbr\u003edefined in section 8-02-07.The term does not include a person engaged infirefighting or sworn law enforcement officers for a political subdivision of the state.3.\u0026quot;Employer\u0026quot; includes any individual, partnership, association, corporation, limited\u003cbr\u003eliability company, the state and political subdivisions of the state, or any person or\u003cbr\u003egroup of persons acting in the interest of an employer in relation to an employee.4.\u0026quot;Minor\u0026quot; means a person of either sex under the age of eighteen years.5.\u0026quot;Occupation\u0026quot; means a business or industry, or a trade or branch thereof, but it does\u003cbr\u003enot include outside salesmen who are compensated on a commission basis.6.\u0026quot;Wages\u0026quot; includes all payments made to or on behalf of an employee as\u003cbr\u003eremuneration for employment, whether calculated on a time, piece, job, or incentive\u003cbr\u003ebasis.34-06-02.Power to investigate conditions of labor and wages and hours ofemployees. The commissioner has the power to:1.Investigate and ascertain the wages and the hours and conditions of labor of\u003cbr\u003eemployees in the different occupations in which they are employed within this state.2.Inspect and examine, either in person or through authorized representative, all\u003cbr\u003ebooks, payrolls, and other records of any employer of employees appertaining to or\u003cbr\u003ebearing on the questions of hours or conditions of labor of any employee employed\u003cbr\u003eby such employer.3.Require from any employer of employees a full and true statement of the wages paid\u003cbr\u003eto, and the hours and conditions of labor of, all employees in the employer's employ.34-06-03.Commissioner may adopt standards by rule.The commissioner mayascertain and prescribe by rule:1.Standards of hours of employment for employees and what are unreasonably long\u003cbr\u003ehours for employees in any occupation within this state.2.Standards of conditions of labor for employees in any occupation within this state\u003cbr\u003eand what surroundings or conditions, sanitary or otherwise, are detrimental to the\u003cbr\u003ehealth or morals of employees in any such occupation.3.Standards of minimum wages for employees in any occupation in this state.4.Standards of minimum wages for minors in any occupation within this state and what\u003cbr\u003ewages are unreasonably low for any such minor workers.34-06-03.1. Exemption for companionship services and family home care.Page No. 11.Employees who provide companionship services for individuals who, because of age\u003cbr\u003eor disability, are unable to care for themselves are exempt from any minimum wage\u003cbr\u003eand hour standards that may be prescribed under this chapter, to the extent that\u003cbr\u003ethose companionship services are provided by an employee from ten p.m. to nine\u003cbr\u003ea.m., up to a total of eight hours, during which time the employee is available to\u003cbr\u003eperform duties for the aged or disabled individual, but is free to sleep and otherwise\u003cbr\u003eengage in normal private pursuits in the aged or disabled individual's home.\u003cbr\u003eEmployees who provide companionship services are not entitled to any overtime\u003cbr\u003epremium that may be prescribed under this chapter.2.An individual who provides family home care is exempt from any minimum wage\u003cbr\u003eand hour standards that may be prescribed under this chapter.3.An individual who contracts with an elderly or disabled person, or a spouse or\u003cbr\u003erelative of an elderly or disabled person as described in subdivision b of\u003cbr\u003esubsection 4, to provide room, board, supervisory care, and personal services to that\u003cbr\u003eelderly or disabled person is exempt from any minimum wage and hour standards\u003cbr\u003ethat may be prescribed under this chapter.4.As used in this section:a.\u0026quot;Companionship services\u0026quot; means those services that provide fellowship, care,\u003cbr\u003eand protection for individuals who, because of advanced age or physical or\u003cbr\u003emental disabilities, cannot care for their own needs.Those services mayinclude household work related to the care of the aged or disabled person,\u003cbr\u003eincluding meal preparation, bed making, washing of clothes, and other similar\u003cbr\u003eservices, and may include the performance of general household work if that\u003cbr\u003ework does not exceed twenty percent of the total weekly hours worked.\u003cbr\u003e\u0026quot;Companionship services\u0026quot; do not include services relating to the care and\u003cbr\u003eprotection of the aged or disabled which require and are performed by trained\u003cbr\u003epersonnel, including a registered or practical nurse, and do not include\u003cbr\u003eindividuals who provide care and protection for infants and young children who\u003cbr\u003eare not physically or mentally disabled.b.\u0026quot;Family home care\u0026quot; means the provision of room, board, supervisory care, and\u003cbr\u003epersonal services to an eligible elderly or disabled person by the spouse or by\u003cbr\u003eone of the following relatives, or the current or former spouse of one of the\u003cbr\u003efollowing relatives, of the elderly or disabled person: parent, grandparent, adult\u003cbr\u003echild, adult sibling, adult grandchild, adult niece, or adult nephew.34-06-03.2. Authority of labor commissioner - Exception. Notwithstanding section34-06-03, the labor commissioner may not adopt rules relating to sections 23-12-09 through\u003cbr\u003e23-12-11. If the labor commissioner is made aware of a possible violation of chapter 23-12, the\u003cbr\u003ecommissioner may refer the violation to an appropriate law enforcement agency for enforcement\u003cbr\u003epursuant to section 23-12-11.34-06-04.Power to make rules - Posting by employers. The commissioner mayprepare, adopt, and promulgate rules under chapter 28-32 to implement the various provisions of\u003cbr\u003ethis chapter. Before filing the notice of rulemaking and the proposed draft of rules under section\u003cbr\u003e28-32-10, the commissioner shall send notice of the proposed rules to and solicit input from\u003cbr\u003eassociations with statewide membership of which the primary focus is representing business or\u003cbr\u003elabor interests. The commissioner shall provide a summary of rules adopted under this chapter\u003cbr\u003eto every employer affected by the rules. The employer shall keep a copy of the summary posted\u003cbr\u003ein a conspicuous place in a commonly frequented area of the employer's establishment in which\u003cbr\u003eemployees work.34-06-04.1. Compensatory time, overtime, and work-period claims. The state or apolitical subdivision of the state may provide for compensatory time and for a work period for\u003cbr\u003ecompensatory time and overtime calculation for its employees if the state or political subdivisionPage No. 2complies with the requirements of the Fair Labor Standards Act of 1938, as amended,\u003cbr\u003e[Pub. L. 75-718; 52 Stat. 1060; 29 U.S.C. 201 et seq.] and any rules and interpretations adopted\u003cbr\u003eby the United States department of labor. The authority provided in this section applies in any\u003cbr\u003eproceeding brought after June 30, 2003, with respect to compensatory time or overtime earned\u003cbr\u003eregardless of when the work in question was performed.34-06-05. Employment of employees under certain conditions illegal. It is unlawfulto employ in any occupation within this state:1.Employees for unreasonably long hours.2.Employees under surroundings or conditions, sanitary or otherwise, which may be\u003cbr\u003edetrimental to their health or morals.3.Employees for wages which are less than the state minimum wage.4.Minors for unreasonably low wages.34-06-05.1. One day of rest in seven - Penalty.1.An employer may not require an employee to work seven consecutive days in a\u003cbr\u003ebusiness that sells merchandise at retail. An employer may not deny an employee\u003cbr\u003eat least one period of twenty-four consecutive hours of time off for rest or worship in\u003cbr\u003eeach seven-day period. The time off must be in addition to the regular periods of\u003cbr\u003erest allowed during each day worked. An employer shall accommodate the religious\u003cbr\u003ebeliefs and practices of an employee unless the employer can demonstrate that to\u003cbr\u003edo so would constitute an undue hardship on the conduct of the employer's\u003cbr\u003ebusiness. However, if an employee requests time off to attend one regular worship\u003cbr\u003eservice a week, an employer may not require the employee to work during that\u003cbr\u003eperiod unless:a.Honoring the employee's request would cause the employer substantial\u003cbr\u003eeconomic burdens or would require the imposition of significant burdens on\u003cbr\u003eother employees required to work in place of the Sabbath observer; orb.The employer has made a reasonable effort to accommodate the employee's\u003cbr\u003erequest.2.A violation of this section is a class B misdemeanor. It is an affirmative defense to\u003cbr\u003eprosecution under this section that the employee volunteered for work on the\u003cbr\u003eseventh consecutive day and the employee executed a written statement so stating.\u003cbr\u003eThe statement must also contain a provision, signed by the employer or the\u003cbr\u003eemployer's agent, that the employer did not require such work.3.This section applies only to an employer in a business that sells merchandise at\u003cbr\u003eretail.34-06-06. Hours of labor for females limited - Exceptions. 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