Labor Law Requirements

• Discrimination (Required)
• OSHA (Required)
• Unemployment Insurance (Required)
• Workers’ Compensation (Required)
• Labor Law Abstract (Required)

• Family and Medical Leave (Required)
• Equal Employment Opportunity (Required)
• USERRA (Required)
• OSHA (Required)
• Federal Minimum Wage (Required)
• Polygraph Protection Test (Required)
• NLRA (Required)

Recent Changes

E-Verify - January 2012

The South Carolina immigration law has been changed. Effective January 1, 2012, employers will be required to use E-Verify to ensure their employees are legally able to work. The way the law was previously written allowed employers to verify status by an ID or driver's license; this will no longer suffice.
E-Verify is a separate poster available for free download in our Specialty Poster section and is NOT included on the SC All-In-One poster. You must post an E-Verify Participation poster and a Right to Work notice. Both posters are required to be posted in English and Spanish.

OSHA, Labor Law Abstract - July 2011

• OSHA - South Carolina has revised its OSHA notice regarding how state and local government employees should respond to discriminatory acts. Formerly, it referred employees to the Department of Labor, Licensing, and Regulation. Now, it refers the employees to Chapter 27, Title 8 of the South Carolina Code of Laws.
• Labor Law Abstract - South Carolina revised its Labor Law Abstract notice in reference to the recent change to their Illegal Immigration Law. Formerly, businesses could use a state ID or Driver's License to prove citizenship, now they are required to enroll in E-Verify.

Workers' Compensation - November 2010

Non-substantive address, phone number, and website changes.

Payment of Wages - Right to Work - July 2010

• Payment of Wages - The sentence “Employers must also give employees an itemized statement showing gross pay and all deductions made each pay period.” Now reads “Employers must also give employees an itemized statement showing gross pay and all deductions made each pay period and maintain records of wages paid for three years”.
• Right to Work - The following sentence has been added: “It is the public policy of this State that a handbook, personal manual, policy, procedure, or other document issued by an employer or its agent, shall not create an express or implied contract of employment if it is conspicuously disclaimed.”
This was a Substantive change

Unemployment Insurance - March 2009

Non-substantive phone and formatting changes.

Labor Law Abstract - OSHA - January 2009

• Labor Law Abstract - A new Labor Law Abstract notice has been issued. The notice contains a new Immigrant Workers section which requires all employers to verify the legal status of new employees and prohibits employment of any person who is not legally in this country and authorized to work.
• OSHA - The OSHA compliance phone number has changed on the OSHA notice.
This was a Substantive change