South Carolina Free Printable Job Safety Posters South Carolina S.C Workplace Laws: Safety and Health on the Job Poster Required

The S.C Workplace Laws: Safety and Health on the Job is a job safety 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 describes South Carolina's detailed laws regulating employer and employee health and safety regulations. The poster lists the responsibilities of both employers and employees in maintaining a safe working environment, and describes penalties for failing to comply with safety regulations.


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 .

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South Carolina 
Workplace Laws: 
Notice to Employees
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 workplac-
es, both public and private, within South Carolina. However, 
longshoring, shipbuilding, ship repairing and shipbreak-
ing operations covered by the Longshoremen and Harbor 
Workers’ Compensation Act, as amended, remain under 
federal jurisdiction.
EMPLOYER: Each employer shall furnish to employees 
employment and a place of employment which are free from 
recognized hazards that are causing, or likely to cause, 
death or physical harm.  The employer shall comply with 
occupational safety and health standards promulgated by 
the Director.
EMPLOYEES: Each employee shall comply with occupa-
tional 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 representative may request an inspec-
tion of 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 wag-
es 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 dis-
crimination 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 of 
SC Department of Labor, Licensing and Regulation.  A pub-
lic sector employee believing that he has been discharged 
or otherwise discriminated against by any person in viola-
tion 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 reason-
able promptness. State law requires such citations be 
promptly posted at appropriate places for employee infor-
mation for three 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 $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 $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 $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.
For more information, contact:
South Carolina Department of 
Labor, Licensing and Regulation
Office of OSHA Compliance
PO Box 11329, Columbia, SC  29211
803-896-7665, www.llronline.com
Under a plan approved November 30, 1972 by the U.S. De-
partment of Labor, Occupational Safety and Health Admin-
istration (OSHA), 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 SW, Room 6T50, Atlanta, Georgia 
30303.
For more information, contact: 
wSC Dept. of Labor, Licensing and Regulations, 
803-896-4380, www.llronline.com            
wSC Department of  Employment and Workforce, 
803-737-2400, www.dew.sc.gov 
wSC Human Affairs Commission, 
803-737-7800, 1-800-521-0725, 
www.schac.sc.gov
            
wSC Workers Compensation Commission, 
803-737-5700, www.wcc.sc.gov
THIS NOTICE MUST BE POSTED 
CONSPICUOUSLY.
This poster is free of charge to all SC employers 
by contacting one of the agencies above.May 2016
Safety and Health Protection on the Job
Employment Discrimination
If you are injured on the job, you should:
1. Notify your employer at once. You can’t receive 
benefits unless your employer knows you’re 
injured.
2. Tell the doctor your employer sends you to that 
you’re covered by Workers’ Comp.
3. Notify the Workers’ Comp. provider in the box 
below or the Worker’s Comp. Commission at 
803-737-5700 if you experience undue delays or 
problems with your claim. 
Workers’ Compensation:
1. Pays 100% of your medical bills and some 
other expenses.
2. Compensates you for 66 2/3% of your salary, 
limited to the maximum wage set by law, if you 
are unable to work for more than seven calendar 
days.
We are operating under and subject to the SC 
Workers’ Compensation Act. In case of acci-
dental injury or death to an employee, the injured 
employee, or someone acting in his or her behalf, 
must give immediate notice to the employer or 
general authorized agent. Failure to give such 
immediate notice may be the cause of serious 
delay in the payment of compensation to the 
injured employee or his or her dependents and 
may result in failure to receive any compensation 
benefits under the law.
Unemployment Insurance
This establishment may be covered by the S.C. Unemployment Compensation \
Law.
If you become unemployed, contact your local SC Works center for assistance with employment opportunities. If no 
job is immediately available, you may be eligible for unemployment insur\
ance. If only part time work is available, you 
may be eligible for partial benefits.  Apply online anytime, anywhere at mybenefits.dew.sc.gov.
Workers Pay No Part of the Cost for Unemployment Insurance
Unemployment Insurance Tax:
Often unemployed workers tell us that unemployment insurance is due them\
 “because they have paid for it.” In South 
Carolina, employees do not fund unemployment insurance through deduction\
s from pay.  Employers fund unemploy-
ment insurance through tax contributions.
Social Security Tax
Don’t confuse unemployment insurance with old age, survivors and disa\
bility insurance. The amount deducted from 
your wages as Social Security is your contribution to old-age, survivors\
 and disability insurance. The employer con-
tributes an equal amount, in addition to his payment of the full unemployment insurance tax. 
If you have lost your job due to domestic violence, there is a possibili\
ty you may be eligible for unemployment           
insurance benefits.
Payment of Wages, Child Labor and Right-to-Work Laws
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 
calendar days before they become effective.
Employers must pay employees all wages due each pay 
period. 
Employers must also give employees an itemized state-
ment 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 civil penalty of $100 for each violation. Em-
ployees 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 ad-
dress 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
For details involving child labor provisions, please con-
tact the Office of Wages and Child Labor at:
SC Department of Labor, Licensing and Regulation
Office of Wages and Child Labor
PO Box 11329, Columbia, SC  29211-1329
Phone: 803-896-4470, www.llronline.com
Right-to-Work
The right to work of a person in South Carolina can-
not 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 10 days nor 
more than 30 days, a fine of not less than $1,000 but not 
more than $10,000, 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 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 Home-
land 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/revo-
cation of the employer’s business license.SC Workers’ Compensation Commission
PO Box 1715, Columbia, SC  29202-1715
803-737-5700, www.wcc.sc.gov
Workers’ Compensation
South Carolina and federal laws prohibit discrimination on the basis of race, sex, age, religion, color, national 
origin and disability.
If you feel that you have been discriminated against because of these, c\
ontact the:
South Carolina Human Affairs Commission
1026 Sumter Street, Suite 101, Columbia, SC 29201 / PO Box 4490, Columbia, SC 29240-4490
Phone: 803-737-7800 or 1-800-521-0725  
www.schac.sc.gov

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

View all 2 South Carolina labor law posters


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Source: http://www.laborposters.org/south-carolina/750-sc-osha-poster.htm