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Unfortunately yes, such agreements are enforceable under NC law so long as they are reasonable with regard to time and geographical area, and protect a legitimate business interest of the employer. Generally, restrictions of up to two years and covering areas where the employer actually does business will be considered reasonable by a court.
Of course, non-competes and non-solicitation agreements are negotiable, so your wife can propose less restrictive terms (i.e. 1 year instead of 2), include a provision limiting enforcement to circumstances where she quits (that way she won't be barred from working if she happens to be fired), or propose some sort of incentive pay before signing (i.e. a $1,000 bonus). It's really up to her how she wishes to handle the situation. Of course, she is not required to sign the agreement at all if she is too concerned about the damage doing so may cause to her career. Though if she doesn't sign, her employer could lawfully terminate the employment on that basis, so this is a calculated risk.
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