The New South Carolina Pregnancy
and Revised EEO Statements
On May 17, 2018, South Carolina Governor Henry McMaster signed
one of the most significant new pieces of state legislation impacting
employers in recent years. The South Carolina Pregnancy Accommodations
Act will, among other things, require employers to notify employees
of their right to be free from discrimination on the basis of
pregnancy, childbirth or related medical conditions. This new
notice requirement went into effect immediately as to all new
employees, and must be satisfied no later than September 14,
2018, for all existing employees.
The S.C. Human Affairs Commission
(SCHAC) has released an updated employment discrimination poster
that summarizes the state’s
new Pregnancy Accommodations Act as well as other provisions
of the S.C. Human Affairs Law. A copy of this required
poster is attached to this newsletter. It must be prominently displayed
along with all of the other Federal and State labor law posters.
The Pregnancy Accommodations Act requires employers in South
Carolina with 15 or more employees to:
- Provide reasonable accommodations
to pregnant employees and new mothers;
- Notify employees hired on or after May 17, 2018,
in writing at the time of hire of their “right to be free
from discrimination for medical needs arising from pregnancy,
childbirth, or related medical conditions,” including
employees hired before May 17, 2018, of that right on or before
September 14, 2018; and
- Post notice of that right “conspicuously . . . in
an area accessible to employees” by September 14, 2018.
The new poster, which is available in English and Spanish,
assists employers in complying with the notice and posting
Additionally, all employers should have a standard
statement on equal employment opportunities which is listed
in their employee handbooks, employment applications and other
organizational documents. As a result of recent changes from
the U.S. Equal Employment Opportunity Commission (EEOC) as
well as the new South Carolina Pregnancy Discrimination Act,
as stated above, all employers should immediately adopt the
below revised EEO statement and insure that it is included
in all organizational documents.
New Equal Employment Opportunity Statement
It is the policy of XXX to hire qualified individuals to perform
all of the various duties and tasks which are assigned. An integral
part of this policy is to insure that the hiring, transfer, promotions,
terminations, working conditions, benefits, compensation, training
and all other terms and conditions of employment are conducted
without regard to race, color, religion, sex, sexual orientation,
gender identity, genetic information, age, national origin or
physical or mental disability including pregnancy and childbirth
(or related medical conditions, including but not limited to
lactation), political affiliation, military service or other
non merit based factors. Our objective is to provide equal employment
opportunities for everyone.
A company’s best defense against
the potential expense and aggravation related to federal or state
law violations is to proactively review and revise as needed
all Human Resources policies, handbooks, hiring procedures, compensation,
benefits, training programs, communications tools and other functions.
The professionals of PHHR are ready to assist your organization
with this type of training as well as to maintain compliance
with the latest state and federal mandates.
Paul Hilton Human Resources Consulting works with our clients to insure that all required documentation is correct and sufficient to successfully defend against a claim to any unemployment compensation commission.
|For assistance with any Human Resources related questions or other
issues, please Contact Us.
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Paul Hilton is a certified Human Resources Consultant, located in
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