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Mackrell International South Carolina Employment and Labor Law—A Brief Overview. May 29, 2012 David Dubberly. South Carolina Payment of Wages Act. S.C. Code Ann. §§ 41-10-41 to 41-10-110 Notify at time of hire in writing Wages and hours Time and place of payment Deductions from paychecks
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Mackrell InternationalSouth Carolina Employment and Labor Law—A Brief Overview May 29, 2012 David Dubberly
South Carolina Payment of Wages Act • S.C. Code Ann. §§ 41-10-41 to 41-10-110 • Notify at time of hire in writing • Wages and hours • Time and place of payment • Deductions from paychecks • Policies on vacation, holiday, and sick leave
South Carolina Payment of Wages Act • Notify of changes other than raises in writing seven days in advance • No deductions from wages unless • Required or permitted by law • Employee has been notified
South Carolina Payment of Wages Act • Upon termination for any reason • All wages due must be paid • Within 48 hours or by next regular payday if within 30 days • If disagreement on wages due • Give written notice of employer’s position • Pay amount conceded to be due
South Carolina Payment of Wages Act • Penalties for failure to notify • $100 per offense • Penalties for failure to pay • Treble damages • Employee’s attorney’s fees and costs • Potential personal liability for managers
South Carolina Illegal Immigration Reform Act • S.C. Code Ann. §§ 41-8-10 to 41-8-140 • Enroll in E-Verify • Use E-Verify to confirm work authorization • For all new employees • Within three days of hire
South Carolina Illegal Immigration Reform Act • Do not knowingly or intentionally employ unauthorized alien • Otherwise may have imputed license to employ workers and do business in SC suspended or revoked • Enforced by SC Dept. of Labor, Licensing, and Regulation • Random audits • Complaint investigations
South Carolina Employee Handbook Law • S.C. Code Ann. § 41‑1‑110 • Employee handbook or other personnel document • NOT contract of employment as matter of law • IF includes “conspicuous” disclaimer
South Carolina Employee Handbook Law • What is conspicuous disclaimer? • First page of document • Underlined CAPITAL LETTERS • (For handbooks) signed by employee • Possible language • Handbook is not employment contract • At-will statement • Cannot be changed by oral statements • Right to change, interpret, make exceptions, etc.
South Carolina Trade Secrets Act • S.C. Code Ann. §§ 39-8-10 to 39-8-130 • Based in part on Uniform Trade Secrets Act • Employee obligation • Every employee has duty to refrain from using or disclosing employer’s trade secrets • Information is trade secret if it • Has independent economic value due to its secrecy • Is subject to reasonable efforts to keep it secret
South Carolina Trade Secrets Act • Definitions • “Economic value” = gives or could give owner advantage over competitors because of its secrecy • “Secret” = not generally known or easily accessible to others in industry • “Reasonable efforts” = information is secured, labeled, and disclosed only on “need to know” basis
South Carolina Trade Secrets Act • Trade secrets • Parts checklist, production plans, parts delivery schedule for manufacturing plant • Not Trade Secrets • Customer lists if names on lists available to public through proper sources • Formulas for products if “readily available from the suppliers of [the] raw materials”
South Carolina Trade Secrets Act • Remedies • Actual damages or unjust enrichment • Exemplary damages • Injunctive relief • Attorney’s fees • Criminal penalties
South Carolina Non-Compete Law • Based on SC case law • Non-competes disfavored, but generally upheld if • Necessary to protect legitimate business interest of employer • Reasonably limited as to time and place • Not unduly restrictive • Reasonable from public policy standpoint • Supported by valuable consideration
South Carolina Non-Compete Law • Reasonable time restriction • No longer than reasonably necessary to protect employer’s business interests • SC Supreme Court has enforced non-competes with otherwise valid restrictions lasting three years or less • Unlimited duration not enforceable
South Carolina Non-Compete Law • Reasonable geographic restriction • No broader than area in which employee involved in active marketing efforts • Without geographic term not enforceable • Prohibition against contacting existing customers can be valid substitute
South Carolina Non-Compete Law • Valuable consideration • Hiring even if on at-will basis • But not continued at-will employment by itself • Promotion with increase in pay
Questions/Comments? David Dubberly 803-253-8281 ddubberly@nexsenpruet.com