Recruiting: South Carolina
Federal law and guidance on this subject should be reviewed together with this section.
Author: Meryl Gutterman, Nukk-Freeman & Cerra, P.C.
- When advertising for employment, it generally is unlawful for an employer to print or publish a notice or advertisement indicating a preference for a protected characteristic. See Job Advertisements.
- Completion of a job training program in South Carolina does not guarantee a prospective employee regular employment on a permanent basis. See Training.
- The South Carolina Human Rights Law covers employers with 15 or more employees, and makes it unlawful to fail to hire an individual because of race, religion, color, sex, age, national origin or disability. See South Carolina Human Affairs Law.
- An employer may not make union membership a condition of hiring or continued employment. See Union Membership.
- South Carolina employers are prohibited from making the use of tobacco products outside the workplace the basis of a personnel action. See Smokers' Rights.
- Honorably discharged veterans who are given an employment preference by the federal government are also given preference in state government hiring. See Veterans.
- Employers may hire minors who are 16 and 17 years of age for any job that has not been designated as hazardous. See Underage Workers.
- South Carolina requires that all state agencies develop affirmative action plans and present them yearly to the South Carolina Human Affairs Commission to ensure equitable employment of women and racial minorities. See Affirmative Action.
- Columbia has local requirements pertaining to recruiting. See Local Requirements.