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South Carolina Time Keeping: What you need to know

Employers are required to keep records of the names and addresses of all employees, hours worked, wages paid each payday, and deductions made for 3 years. In addition, employers must notify each employee in writing at the time of hiring of the normal hours and wages agreed upon, the time and place of payment, and the deductions that will be made from the wages. The employer has the option of giving written notification by posting the terms conspicuously at or near the place of work. Any changes in these terms must be made in writing at least 7 calendar days before they become effective (SC Code Ann. Sec. 41-10-30). Employers that violate this law may receive a written warning by the director of the Department of Labor, Licensing, and Regulation for the first offense and may be subject to a penalty of up to $100 for each subsequent offense (SC Code Ann. Sec. 41-10-80).
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Inspection. Inspectors from the Department of Labor, Licensing, and Regulation may enter a workplace at a reasonable time and have the right to question any employer, manager, or employee, and inspect, investigate, reproduce, or photograph time records and payroll records for the purpose of determining whether a violation has occurred (SC Code Ann. Sec. 41-10-110).

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Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

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