[COMPANY NAME] EMPLOYEE HANDBOOK
(Comprehensive, South Carolina–Compliant)
[// GUIDANCE: This handbook template is drafted for a South Carolina private employer that is not subject to any collective-bargaining agreement. Customize all bracketed items, confirm factual accuracy of benefits offered, and review any employer-specific regulatory obligations (e.g., DOT, healthcare, federal contractor).]
DOCUMENT HEADER
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Title & Parties
This Employee Handbook (“Handbook”) is issued by [Company Name], a [State of Formation] [entity type] (“Company”) to each individual it employs (“Employee” or “you”). -
Purpose & Consideration
The Company provides this Handbook to communicate its current policies, benefits, and expectations; in consideration of the Company’s offer of at-will employment and Employee’s agreement to abide by these policies, the parties acknowledge receipt and review of this Handbook. -
Effective Date: [Month Day, Year]
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Supersession: This version supersedes all prior handbooks, manuals, and written or oral policies on the same subjects.
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Jurisdiction: The policies herein are drafted in accordance with, and shall be governed by, the laws of the State of South Carolina and applicable federal law.
TABLE OF CONTENTS
I. Definitions
II. Employment Relationship & Disclaimers
III. Equal Employment Opportunity & Anti-Harassment
IV. Wage & Hour Policies
V. Leave & Time-Off Policies
VI. Benefits Overview
VII. Workplace Conduct & Safety
VIII. Confidentiality, IP, and Company Property
IX. Technology & Social Media
X. Discipline, Performance, and Separation
XI. Dispute Resolution & Governing Law
XII. Risk Allocation Provisions
XIII. General Provisions
XIV. Acknowledgment of Receipt
[// GUIDANCE: Hyperlink TOC entries in electronic versions for ease of navigation.]
I. DEFINITIONS
For purposes of this Handbook, the following capitalized terms have the meanings set forth below. Terms defined in the singular include the plural and vice versa.
“Arbitration Agreement” means the optional agreement described in Section XI(B).
“At-Will Employment” has the meaning set forth in Section II(A).
“Company IP” means all intellectual property owned, developed, or licensed by the Company during the course of employment.
“Confidential Information” has the meaning set forth in Section VIII(A).
“Eligible Employee” means an Employee who satisfies the stated eligibility criteria for a particular benefit or leave.
“Protected Category” means any category protected under applicable federal or South Carolina law, including race, color, religion, sex (including pregnancy, childbirth, and related medical conditions), national origin, age (40 or older), disability, genetic information, and veteran status.
“Workweek” means the seven-day period beginning [Day/Time] and ending [Day/Time].
II. EMPLOYMENT RELATIONSHIP & DISCLAIMERS
A. At-Will Employment
1. Employment with the Company is at-will, meaning either the Company or the Employee may terminate the employment relationship at any time, with or without notice, and with or without cause, subject only to applicable law.
2. No statement in this Handbook or elsewhere may be construed as creating a contract of employment, express or implied, or any guarantee of continued employment or benefits.
B. Modification of Policies
1. The Company reserves the right to modify, revoke, suspend, terminate, or change any or all policies contained in this Handbook, in whole or in part, at any time.
2. Material changes will be communicated in writing.
C. Severability
If any provision of this Handbook is held unenforceable, the remaining provisions shall remain in full force to the maximum extent permitted by law.
III. EQUAL EMPLOYMENT OPPORTUNITY & ANTI-HARASSMENT
A. Equal Employment Opportunity (EEO)
The Company is an equal opportunity employer and prohibits discrimination against any Employee or applicant on the basis of any Protected Category, consistent with:
• Title VII of the Civil Rights Act of 1964
• The Age Discrimination in Employment Act (ADEA)
• The Americans with Disabilities Act (ADA)
• The South Carolina Human Affairs Law
B. Anti-Harassment & Anti-Retaliation
1. Harassment, whether verbal, physical, visual, or in any other form, based on a Protected Category is strictly prohibited.
2. Retaliation against anyone who, in good faith, reports or participates in an investigation of discrimination or harassment is also prohibited.
C. Reporting Procedure
• Report concerns to [Title of HR Contact] or [Alternate Contact] immediately.
• If the complaint involves either contact, report directly to [Designated Officer] or through the anonymous hotline [Number / Web address].
D. Investigation & Corrective Action
All complaints will be investigated promptly. Substantiated violations will result in disciplinary action, up to and including termination.
IV. WAGE & HOUR POLICIES
A. Pay Practices (South Carolina Payment of Wages Act)
1. Employees will be paid [weekly/bi-weekly/semi-monthly] on [Day] by [check/direct deposit/pay card].
2. Final wages will be issued within the earlier of (i) 48 hours of separation or (ii) the next regular payday.
[// GUIDANCE: S.C. Code Ann. § 41-10-50 requires payment within 48 hours or the next payday, not to exceed 30 days.]*
B. Timekeeping
Accurate recording of hours worked is required. Non-exempt Employees must:
• Clock in/out via [System];
• Report any discrepancies by the end of the Workweek.
C. Overtime
1. Non-exempt Employees are paid 1.5 times their regular rate for hours worked over 40 in a Workweek, per the Fair Labor Standards Act (FLSA).
2. All overtime must be approved in advance by [Supervisor Title].
D. Meal & Rest Breaks
South Carolina law does not mandate meal or rest breaks; however, the Company provides:
• A [30-/60-]minute unpaid meal break for shifts exceeding [x] hours.
• A paid [15-minute] rest break for each four hours worked, operational need permitting.
E. Payroll Deductions
Authorized deductions include taxes, court-ordered garnishments, benefit premiums, and other deductions consented to in writing by the Employee, consistent with S.C. Code Ann. § 41-10-40.
V. LEAVE & TIME-OFF POLICIES
A. Federal Family & Medical Leave Act (FMLA)
Applies to Eligible Employees where Company employs 50+ Employees within a 75-mile radius. Provides up to 12 workweeks of unpaid, job-protected leave in a 12-month period for qualifying reasons.
B. South Carolina Pregnancy Accommodations Act
Reasonable accommodations (e.g., more frequent breaks, light duty) will be provided for pregnancy-related conditions absent undue hardship.
C. Paid Time Off (PTO) – Company Policy
1. Accrual Rate: [x] hours per pay period up to [y] hours annually.
2. Usage: Subject to supervisory approval; blackout periods may apply.
3. Carry-Over: Unused PTO may [carry / not carry] over per year, subject to a maximum bank of [z] hours.
D. Holidays
The Company observes [list holidays]. Non-exempt Employees working on a holiday receive [premium pay / alternate day off].
E. Jury Duty & Witness Leave
Employees are provided unpaid leave for required court appearances; accrued PTO may be used at the Employee’s election. The Company will not retaliate for jury service.
F. Military Leave
Granted per the Uniformed Services Employment and Reemployment Rights Act (USERRA).
G. Domestic Violence Leave
Employees may request unpaid leave to obtain a restraining order, seek medical attention, or secure safe housing related to domestic violence. Documentation may be required.
H. Bereavement Leave
Up to [x] paid days for the death of an immediate family member.
[// GUIDANCE: Insert any employer-specific or local-ordinance leave requirements, e.g., Charleston sick leave, if applicable.]
VI. BENEFITS OVERVIEW
A. Health, Dental, and Vision Insurance
Eligibility begins [first of month after x days]. Employee contribution rates are outlined in the separate Summary Plan Description (SPD).
B. Retirement Plan
[401(k)/403(b)] plan with [x]% Company match after [eligibility criteria].
C. Workers’ Compensation
Coverage provided as required by the South Carolina Workers’ Compensation Act. Work-related injuries must be reported within [24] hours.
D. Employee Assistance Program (EAP)
Confidential counseling services available 24/7 via [contact info].
[// GUIDANCE: Ensure SPDs are distributed separately to satisfy ERISA disclosure obligations.]
VII. WORKPLACE CONDUCT & SAFETY
A. Standards of Conduct
Expected behaviors include professionalism, courtesy, integrity, and compliance with all Company policies. Prohibited conduct includes violence, theft, drug/alcohol abuse on premises, and unauthorized disclosure of Confidential Information.
B. Drug-Free Workplace
The Company prohibits the possession, use, or distribution of illegal drugs or alcohol on Company property or during working time. Reasonable suspicion and post-accident testing may be conducted.
C. Workplace Violence Prevention
Weapons, threats, or acts of violence are strictly forbidden. Report any concerns immediately to [Security / HR].
D. Occupational Safety
Employees must comply with OSHA-mandated safety protocols and immediately report hazards or injuries. Personal protective equipment (PPE) must be used as directed.
VIII. CONFIDENTIALITY, INTELLECTUAL PROPERTY, AND COMPANY PROPERTY
A. Confidential Information
Employees shall not disclose or misuse Confidential Information during or after employment absent prior written authorization.
B. Intellectual Property Assignment
To the extent permitted by law, all inventions, works of authorship, or other intellectual property created within the scope of employment are the exclusive property of the Company.
C. Return of Property
Upon separation, Employees must return all Company property, including keys, ID badges, equipment, documents, and electronic files.
IX. TECHNOLOGY & SOCIAL MEDIA
A. Acceptable Use
Company-provided systems are to be used primarily for business purposes; Employees have no expectation of privacy in Company systems.
B. Social Media Guidelines
1. Do not post Confidential Information or disparage the Company or its clients.
2. When identifying as a Company employee online, state views are personal.
C. Monitoring
The Company reserves the right to monitor, access, and disclose all data on Company devices and networks.
X. DISCIPLINE, PERFORMANCE, AND SEPARATION
A. Progressive Discipline (Guideline Only)
1. Verbal Warning
2. Written Warning
3. Final Warning / Suspension
4. Termination
[// GUIDANCE: At-will nature preserved; steps may be skipped based on severity.]
B. Performance Reviews
Conducted [annually/semi-annually] evaluating core competencies and goal achievement.
C. Resignation
Employees are requested to provide at least [two-weeks] written notice. The Company may elect to accelerate the separation date.
D. Exit Interviews & Confidentiality Reminder
Conducted to collect feedback and verify return of Company property. Ongoing confidentiality obligations are reiterated.
XI. DISPUTE RESOLUTION & GOVERNING LAW
A. Governing Law & Forum Selection
This Handbook and any employment-related disputes shall be governed by the laws of South Carolina. Subject to Section XI(B), jurisdiction and venue shall lie exclusively in the state courts located in [County, SC].
B. Optional Arbitration
The Company offers, and encourages, resolution of employment disputes through binding arbitration under the [AAA/JAMS/SC Uniform Arbitration Act] (“Arbitration Agreement”).
1. Voluntary Opt-In: An Employee may opt into arbitration by signing the separate Arbitration Agreement; absent signature, disputes will proceed in state court.
2. Covered Claims: Statutory, contractual, and common-law employment claims.
3. Excluded Claims: Claims for injunctive relief to protect trade secrets, IP, or to enforce non-competition obligations; workers’ compensation; unemployment benefits.
4. Costs: Company will bear filing and arbitrator fees beyond the amount that would be incurred in state court.
[// GUIDANCE: Verify AAA/JAMS rules threshold and small-claims carve-outs.]
C. Jury Trial
To the extent disputes proceed in court, the constitutional right to a jury trial is preserved; the Company will not require a jury-trial waiver as a condition of employment.
D. Injunctive Relief
Parties may seek provisional equitable relief (temporary restraining orders or preliminary injunctions) in a court of competent jurisdiction where necessary to prevent irreparable harm, subject to any statutory limitations under South Carolina law.
XII. RISK ALLOCATION PROVISIONS
A. Indemnification by Employee
To the fullest extent permitted by law, Employee shall indemnify and hold harmless the Company and its affiliates from any loss, liability, or expense (including reasonable attorneys’ fees) arising from Employee’s willful misconduct, gross negligence, or knowing violation of law or Company policy.
B. Limitation of Liability
The Company’s liability to any Employee for lawful claims arising out of employment shall be limited to the remedies and monetary caps expressly provided by applicable statute (e.g., Title VII damages caps, S.C. Workers’ Compensation limits).
C. Insurance
The Company maintains employment practices liability insurance (“EPLI”) with limits of [$ amount] per claim. This insurance does not create any third-party beneficiary rights.
D. Force Majeure
The Company’s nonperformance is excused to the extent performance is rendered impracticable by events beyond its reasonable control, including natural disasters, acts of terrorism, or governmental orders.
XIII. GENERAL PROVISIONS
- Amendments & Waivers: Only written amendments signed by the [Title] are valid. No supervisor or manager has authority to modify the at-will relationship.
- Assignment: Employee may not assign any rights or delegate any duties under this Handbook.
- Successors & Assigns: The Handbook binds and inures to the benefit of the Company’s successors and assigns.
- Entire Agreement: For subjects addressed herein, this Handbook constitutes the entire understanding and replaces any conflicting oral or written policy.
- Electronic Signature: Electronic signatures and acknowledgments have the same force and effect as original signatures to the extent permitted by the South Carolina Uniform Electronic Transactions Act.
XIV. ACKNOWLEDGMENT OF RECEIPT
I acknowledge that I have received, read, and understand the [Company Name] Employee Handbook effective [Date] and agree to comply with the policies and procedures contained herein. I understand that nothing in the Handbook creates a contract of employment or alters my at-will status.
| Employee Name (Print) | Employee Signature | Date |
|---|---|---|
| Company Representative | Title | Signature | Date |
|---|---|---|---|
[// GUIDANCE: Retain signed acknowledgments for at least six (6) years or the applicable statute-of-limitations period for employment claims, whichever is longer.]