Labor & Employment (Licensing)

This North Carolina bill requires businesses and individuals to obtain state licenses or permits to install, repair, or service specific fire safety equipment. The regulations apply to portable fire extinguishers and automatic fire suppression systems used in kitchens, industrial settings, and specialized hazard areas. To comply, providers must attach official service tags to equipment and may be required to pass a competency exam administered by the State Fire Marshal. Exemptions exist for employees working on their own company's property and for routine visual inspections conducted by fire officials or insurance inspectors.

HB 45 prevents occupational licensing boards in North Carolina from automatically denying licenses based solely on a conviction classified as a "crime of moral turpitude." It requires boards to evaluate each applicant's criminal history using specific factors, including the crime's severity, time elapsed, rehabilitation efforts, and relevance to the job. Applicants with criminal records must be given 30 days to address concerns or submit rehabilitation evidence before a final denial, and boards must provide written explanations for denials. The bill directly affects individuals seeking professional licenses (e.g., for nursing, contracting, or cosmetology) who have criminal convictions, ensuring decisions are based on individualized assessments rather than automatic exclusions.

HB 269, the "Workforce Freedom and Protection Act," bans non-compete agreements for most North Carolina workers earning under $75,000 annually, prohibiting employers from restricting job mobility after termination or requiring such agreements as a condition of employment. It also directs the Legislative Research Commission to study occupational licensing requirements in key industries like construction, cosmetology, and healthcare to identify unnecessary barriers that may raise costs for consumers or limit job access. The study will evaluate licensing rules based on public safety justification, economic impact, and comparison to national standards, with recommendations for potential reforms. The bill does not immediately change existing licensing but sets a process for reviewing requirements that may disproportionately affect low- and moderate-income workers. The non-compete ban takes effect July 1, 2025.