Family Medical Leave Act of 1993 (FMLA): MANDATORY for all Poster was updated April 2023. Download FMLA Poster

FLSA Federal Minimum Wage Poster: MANDATORY for all Poster was updated April 2023. Download FLSA Federal Minimum Wage Poster

South Carolina Free Printable Labor Law Posters Posters South Carolina DLLR Required Workplace Poster Required

 DLLR Required Workplace Poster PDF

The DLLR Required Workplace Poster is a labor law posters poster by the South Carolina Department Of Labor, Licensing and Regulation. This is a mandatory posting for all employers in South Carolina, and businesses who fail to comply may be subject to fines or sanctions.

This poster must be posted in a conspicuous place by all employers so that all employees can see it. This poster describes various standards in wages, the restrictions imposed upon child labor, concerns regarding health and safety on the job, how employers should hire immigrant workers and the penalties employers can face if they violate any of this law.

SC All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both South Carolina and Federal poster requirements by clicking here .

For more information, contact:  SC LLR - Office of OSHA Compliance  
P.O. Box 11329 
Columbia, South Carolina 29211 -  1329  
(803) 896- 7665	
SC Department of Labor, Licensing and Regulation  (LLR)	 	
Required Work Place Poster	 	
SC Labor Law Abstract  
Payment of Wages  Act	   	When an employee is hired, the employer must notify the employee in 
writing of:  
•   the wages agreed upon  
•   the normal hours the employee will work  
•   the time and place wages will be paid  
•   the deductions an employer may make from wages, including insurance 
Changes to these terms must be in writing at least seven (7) calendar days 
before they become effective.  
Employers must pay employees all wages due each pay period. 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 
Employers who violate the Payment of Wages Ac t are subject to a civil 
penalty of $100 for each violation. Employees can recover up to three times the 
full amount of unpaid wages, costs, and attorney’s fees in a civil action.  
To report a suspected violation, or for recordkeeping or other questions 
inv olving the Payment of Wages Act, or to order a copy of the Payment of 
Wages Act, please contact the Office of Wages and Child Labor at the address 
and number listed below.  
Child Labor	 	No employer in this State shall engage in any oppressive child labor practices. 
Oppressive child labor includes employment of any minor in any occupation 
declared by the Director of Labor, Licensing and Regulation to be particularly 
hazardous or detrimental to the health or well being of minors. Oppressive child 
labor also includes employment of minors who are 14 or 15 years old under the 
following conditions:  
  •  During school  hours 
•   Before 7 a.m. or after 7 p.m. (9 p.m. during the period of summer break of 
the school district in which the minor resides)  
•   More than 18 hours during school  weeks 
•   More than 3 hours on school  days 
•   More than 40 hours in non-school  weeks 
•   More than 8 hours on non-school  days 	
 	Right -to -Work	 	The right to work of a person in South Carolina cannot be denied, 
interfered with, or abridged because the person belongs –  or does not belong –  
to a labor union. An employer, labor organization, or other person who violates 
a worker’s rights under these provisions is guilty of a misdemeanor, and, upon 
conviction, must be punished by imprisonment for not less than ten days nor 
more than thirty days, a fine of not less than one thousand dollars but not more 
than ten thousand dollars, or both. In addition, the employer, labor  
organization, or other person is subject to a lawsuit by the aggrieved worker. 
For more information, call  803-896-4470. 
Immigrant Worker	 	The “South Carolina Illegal Immigration and Reform Act” requires all 
employers to verify the legal  status of new employees and prohibits 
employment of any worker who is not legally in this country and authorized to 
After July 1, 2009, all businesses in South Carolina are imputed a South 
Carolina employment license which permits an employer to hir e employees. 
The imputed employment license remains in effect as long as the business 
abides by the law.  
Effective January 1, 2012, all South Carolina employers are required to 
enroll in the U.S. Department of Homeland Security’s E -Verify program and 
verify the status of new employees within three business days, using E -Verify. 
Failure to use E -Verify to verify new hires will result in probation for the 
employer or suspension/revocation of the employer’s business licenses.  	
Safety and Health Protection  on the  Job  
The  State:	   	Under the South Carolina Occupational Safety and Health Act, the State is 
responsible for the enforcement of occupational safety and health standards in 
all workplaces, both public and private, within the state of South Carolina.  
However, longshoring, shipbuilding, ship repairing and shipbreaking operations 
covered by the Longshoremen and Harbor Workers’ Compensation Act, as 
amended, remain under federal jurisdiction.  	
Employers:	   	Each employer shall furnish to each of his employees employment and a 
place of employment which are free from recognized hazards that are causing 
or  are  likely to cause death or physical harm to his employees, and  shall 
comply with occupational safety and health standards promulgated by the 
Director  of LLR.  Employers must report to OSHA all work -related fatalities 
within 8 hours, and all inpatient hospitalizations, amputations, and losses of an 
eye within 24 hours. Reporting may  be accomplished by telephone at 
(803)896-7672  or in person at 121  Executive Center Drive, Suite 230, 
Columbia, SC 29211.  	
Employees:	 	 	Each employee shall comply with occupational safety and health  
standards and all rules, regulations and orders issued by the director of Labor, 
Licensing and Regulation which are applicable to his own actions and  conduct. 
Any employee or his representative may request an inspection of his place 
or site of employment. Any employee may file a complaint, either verbally or in 
writing. Complaint forms and filing information may be found on our website or 
will be provided, upon request, by the South Carolina Department of Labor, 
Licensing and Regulation.  
Employers and employees have the right to participate in inspections by 
means of bringing to the attention of the inspecting officer possible violations 
which exist in their area of work and the right to participate in the walk -around 
inspection. The inspecting officer shall have the right to determine the number 
of persons participating in the walk -around inspection. 
Under state law, when the authorized representative of the employees 
accompanies the inspecting officer during a walk -around inspection, he shall 
not suffer any loss of wages or other benefits which would normally accrue to 
Where there is no authorized representative, the inspecting officer will 
consult with a reasonable number of employees concerning matters of safety 
and health in the workplace.  	
Discrimination:	 	 	State and federal laws prohibit discrimination against any employee if he 
files a complaint or causes any proceeding under or related to this Act or is 
about to testify in any such proceedings or because of the exercise by any 
employee on behalf of himself or others of any right afforded under state and 
federal law. The Director of Labor,  Licensing and Regulation or the nearest 
federal OSHA offices must be notified within thirty (30) days after such 
discriminatory act occurs. State and local government employees should file 
such complaints with the Director, South Carolina Department of Labor, 
Licensing and Regulation. A public sector employee believing that he has been 
discharged or otherwise discriminated against by any person in violation of 
Section 41-15-510 may proceed with a civil action pursuant to the provisions 
contained in Chapter  27, Title 8.  	
Citations:	 	 	Citations listing the alleged violations during an inspection will be mailed  
to the employer with reasonable promptness. State law requires such citations 
be promptly posted at appropriate places for employee information for three (3) 
days, or until the violations are corrected, whichever is later, to warn 
employees of dangers that may exist.	
Penalties:	 	 	An employer may be assessed a penalty up to seven thousand ($7,000) 
dollars for a non-serious violation.  
An employer who receives a citation for a serious violation may be 
assessed a penalty up to seven thousand ($7,000) dollars for each such 
Any employer who willfully violates an occupational safety and health rule 
or regulation may be assessed a penalty not more than seventy thousand 
dollars ($70,000) for each violation.  
Any employer who willfully 
violates an occupational safety and 
health rule or regulation and the 
violation caus es death to an 
employee shall be deemed guilty of a 
misdemeanor and, upon conviction, 
be punished by fine, imprisonment or 
Under a plan approved November 30, 1972 by the U.S. Department of 
Labor, Occupational Safety and Health Administration (OSHA), the State of 
South Carolina is providing job safety and health protection for workers 
throughout the State. Federal OSHA will monitor the operation of this plan to 
assure that continued approval is merited. Any person may make a complaint 
regarding the State administration of this plan directly to the Regional Office of 
OSHA, U.S. Department of Labor, 61 Forsyth Street S.W., Room 6T50, 
Atlanta, Georgia  30303. 	
Last Updated: July 2018 	
For details involving child labor provisions, please contact the Office of Wages and Child Labor at the address and number listed below. SC LLR -  Office of Wages  and Child Labor  
P.O. Box 11329 
Columbia, South Carolina 29211 -1329 
(803) -896- 4470

Other South Carolina Labor Law Posters 4 PDFS

There are an additional eight optional and mandatory South Carolina labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.

View all 9 South Carolina labor law posters

Get a 2023 South Carolina all-in-one labor law poster

Instead of printing out pages of mandatory South Carolina and Federal labor law posters, you can purchase a professional, laminated all-in-one labor law poster that guarantees compliance with all South Carolina and federal posting requirements. Fully updated for 2023!

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