Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros elementum tristique. Duis cursus, mi quis viverra ornare, eros dolor interdum nulla, ut commodo diam libero vitae erat. Aenean faucibus nibh et justo cursus id rutrum lorem imperdiet. Nunc ut sem vitae risus tristique posuere.
Women are
80%
more likely to
live in poverty
than white men in
South Carolina
Single-woman led households are at the
highest risk
of poverty in
South Carolina
In
South Carolina
, women earn
$0.69
for every dollar a white man makes
Women in
South Carolina
are
77%
more likely to earn
minimum wage
than white men
Women in
South Carolina
are
51%
more likely to earn a
tipped wage
than white men
In
South Carolina
, at least
73%
of women are essential to the financial security of their household
South Carolina has no specific “equal pay law” but it does have a general anti-discrimination statute prohibiting discrimination in compensation and terms of employment on the basis of race, religion, color, sex, age, national origin, or disability.”[1] The federal Equal Pay Act applies to South Carolina employers.[2]
[1] S.C. CODE ANN. §1-13-80.
[2] 29 U.S.C. 206(d).
No. There is no equal pay law in South Carolina.
No. Currently there are no laws in South Carolina mandating employer pay disclosure.
No. There is no state-wide prohibition on utilizing salary history in hiring and setting pay.
No. There are no state-specific laws protecting employees’ rights to discuss and disclose their pay. However, under the federal National Labor Relations Act, private sector employers generally cannot prohibit employees from discussing wages with some exceptions such as supervisors.[1]
[1] See Your Right to Discuss Wages, NAT'L LAB. RELS. BD. (last visited Dec. 8, 2023), https://www.nlrb.gov/about-nlrb/rights-we-protect/your-rights/your-rights-to-discuss-wages; 29 U.S.C. §§ 157–58.
No. South Carolina does not have a law requiring employers to collect, report, or assess gender-based pay data.
No. There is no state minimum wage law in South Carolina, so the federal minimum wage under Fair Labor Standards Act, $7.25/hour, applies.[1] South Carolina prohibits cities and counties from establishing local minimum wages above the federal minimum wage.[2]
[1] State Minimum Wage Laws, U.S. DEP’T OF LAB., WAGE & HOUR DIV. (Sept. 30, 2023), https://www.dol.gov/agencies/whd/minimum-wage/state#:~:text=South%20Carolina,wage%20of%20%247.25%20per%20hour.
[2] S.C. Code Ann. § 6-1-130.
No. South Carolina has no minimum wage law of its own. In accordance with federal law, tipped employees who earn at least $30 in tips per month are permitted to be paid $2.13/hour.[1]
[1] 29 U.S.C. § 203(m).
No. There are no specific requirements for pay intervals in South Carolina.
Yes. Employers are required to notify employees, at the time of hire, the normal hours and wages agreed upon, the time and place of payment, and deductions which will be made from wages, including payments to insurance programs.[1] Any changes must be made in writing.[2] Additionally, an employer in South Carolina must provide each employee with an itemized statement showing their gross pay and deductions for each pay period.[3] If an employer plans to reduce an employee’s wage, the employer is required to provide an employee 7 days’ notice, in writing.[4]
[1] S.C. CODE ANN. §41-10-30.
[2] S.C. CODE ANN.§ 41-10-30.
[3] S.C. CODE ANN. §41-10-30.
[4] S.C. CODE ANN. §41-10-30.
No. There are no specific overtime laws in South Carolina. Under the Fair Labor Standards Act, employees who are not exempt from overtime pay should receive 1.5 times their regular rate for any hours over 40 hours in a week.[1]
[1] 29 U.S.C. § 207(a).
Yes. For wage theft, employers must be assessed a civil penalty of not more than one hundred dollars for each violation, and the employee may recover three times the full amount of the unpaid wages, plus costs and reasonable attorney’s fees.[1] State law does not appear to clearly protect workers who challenge wage theft from retaliation.
[1] S.C. CODE ANN. §41-10-80.
