South Carolina DLLR Required Workplace Poster Required
The DLLR Required Workplace Poster is a general labor law poster 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 .
Last Updated: July 2012 For details involving child labor provisions, please contact the Office of Wages and Child Labor at the address and number listed below. S.C. LLR - Office of Wages and Child Labor P.O. Box 11329 Columbia, South Carolina 29211- 1329 (803) -896- 4470 www.llronline.com S.C . D epartment of L abor, L icensing and R egulation (L L R ) R equired Work P lace P oster For more information, contact: S.C. LLR - Office of OSHA Compliance P.O. Box 11329 Columbia, South Carolina 29211 - 1329 (803) 896- 7665 www.scosha.llronline.com S.C. 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 years. Employers who violate the Payment of Wages Act are subject to a ci vil 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 involving 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 p rovisions 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 informa tion, 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 pro hibits employment of any worker who is not legally in this country and authorized to work. After July 1, 2009, all businesses in South Carolina are imputed a South Carolina employment license which permits an employer to hire 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 v erify 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. 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. Employer: Each employer shall furnish to his employees employment and a place of employment which are free from recognized hazards that are causing or likely to cause death or physical harm to his employees, and he shall comply with occupational safety and health s tandards promulgated by the Director. 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 em ployment. Any employee may file a complaint, either verbally or in writing. Complaint forms and filing information may be found on our website or w ill 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 whi ch 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 repr esentative 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 him. 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 rel ated 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 violation. 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 causes death to an employee shall be deemed guilty of a misdemeanor and, upon conviction, be punished by fine, imprisonment or both. 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 6T 50, Atlanta, Georgia 30303. Safety and Health Protection on the Job
Other South Carolina Labor Law Posters 2 PDFS
There are an additional one 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.
|Poster Name||Poster Type|
|Mandatory S.C Workplace Laws: Safety and Health on the Job||Job Safety|
|Mandatory DLLR Required Workplace Poster||General Labor Law Poster|
While we do our best to keep our list of South Carolina labor law posters up to date and complete, we cannot be held liable for errors or omissions. Is the poster on this page out-of-date or not working? Please let us know and we will fix it ASAP.