Employee Communications: South Carolina
Federal law and guidance on this subject should be reviewed together with this section.
Author: Meryl J. Gutterman, Nukk-Freeman & Cerra, P.C.
- South Carolina follows the employment at-will doctrine. See Communicating Employer Expectations and Work Rules.
- South Carolina requires a number of workplace posters. See Communications Required by South Carolina Law.
- South Carolina allows the use of restrictive covenants in employment agreements. See Communicating Sensitive Information.
- South Carolina has adopted the Uniform Trade Secrets Act. See Communicating Sensitive Information and Trade Secrets.
- Employers may be held liable for certain disclosures regarding performance, such as any defamatory communications. See Employer Liability Regarding Employee Communications.
- The South Carolina Homeland Security Act makes it a felony to use an electronic, mechanical or other device to intercept oral communications without meeting certain requirements. See Monitoring Employee Communications.
- When communicating with employees, South Carolina employers should be aware of the South Carolina Human Affairs Law, which prohibits discrimination on the basis of race, sex, age, religion, color, national origin and disability. See South Carolina Law on Discriminatory Communications.
- Public employees are protected by the South Carolina Whistleblower Act when reporting allegations of misconduct and wrongdoing by a public official or employee. South Carolina law contains other retaliation protections as well. See Communicating Misconduct.
- South Carolina employers must disclose security breaches of an individual's personal identifying information. See Notice of Security Breach.
- South Carolina law restricts the use of mobile devices while driving. See Use of Mobile Devices.