South Carolina HR generalist employment contract template

South Carolina HR Generalist Employment Contract

This South Carolina HR Generalist Employment Contract (the “Agreement”) is made and effective as of [Date], by and between [Employer Full Legal Name], with its principal place of business at [Employer Address] (“Employer”), and [Employee Full Legal Name], residing at [Employee Address] (“Employee”).

1. Role and Responsibilities

Option A: The Employee is hired as a full-time HR Generalist.

• The Employee's primary responsibilities include:
  • Recruitment and onboarding processes, specific to South Carolina labor market conditions.
  • Employee relations, addressing workplace issues in compliance with SC law.
  • Administration of compensation and benefits programs, aligned with SC employer practices.
  • Maintaining HRIS systems and employee data, in compliance with data privacy regulations.
  • Enforcing workplace policies, reflecting South Carolina's legal and cultural landscape.
  • Coordinating training programs, including legally mandated courses.
  • Ensuring regulatory compliance with federal and South Carolina employment laws.
  • Performance management processes.
  • Workforce data analysis to inform HR strategies.
  • Employee engagement initiatives.
  • Labor law compliance, keeping abreast of SC legislative updates.
  • Supporting disciplinary and grievance procedures.

Option B: Additional Responsibilities:

• Payroll processing oversight.
• Timekeeping system management.
• EEO reporting (State and Federal).
• OSHA/Workers’ Compensation administration.
• Interface with department managers and external agencies as needed.

2. Employment Location

Option A: The Employee's primary work location will be [City, State].

Option B: Hybrid/Remote Work: Employee may work remotely [Number] days per week, subject to Employer approval and South Carolina telecommuting practices.

3. Employment Type and Hours

Option A: Full-time employment, 40 hours per week.

Option B: Regular work schedule: [Days of the Week], [Start Time] to [End Time].

Option C: Flexible/variable schedule: Subject to Employer policy and operational needs.

Option D: Overtime: Employee is [Exempt/Non-Exempt] from overtime pay in accordance with the Fair Labor Standards Act (FLSA) and South Carolina regulations.

Option E: Meal and rest breaks: In accordance with company policy and South Carolina law.

4. Compensation

Option A: Annual salary: [Dollar Amount], payable [Pay Frequency].

Option B: Hourly wage: [Dollar Amount], payable [Pay Frequency].

Option C: Method of payment: [Direct Deposit/Check].

Option D: Eligibility for merit increases: Subject to performance review and company policy.

Option E: Bonus/Incentive Compensation: Eligibility and amounts are tied to HR KPIs or compliance targets as defined by company policy.

5. Benefits

• Group health, dental, vision, and life insurance.
• Voluntary benefits options available.
• Company retirement/pension plans (401k, etc.).
• Paid time off (vacation, sick leave, personal days), subject to company policy.
• Leave policies (jury duty, bereavement, military, FMLA).
• South Carolina-recognized holidays.
• EAP access.
• Training and professional development allowances, including support for SHRM or HRCI certification.
  • Note: All benefits are subject to change at the Employer's discretion.

6. Reporting Structure

The Employee will report to [Supervisor's Title].

Key internal contacts: Department managers, employees.

Key external contacts: Benefit providers, legal counsel.

Employee is required to report compliance concerns, workplace safety risks, or potential employment law violations immediately.

7. At-Will Employment

Employment is at-will, as recognized under South Carolina law. Either party may terminate the employment relationship at any time, for any lawful reason.

• Option A: Termination by Employer: Employer may terminate this agreement at any time with or without cause, subject to any applicable legal limitations.
• Option B: Resignation by Employee: Employee must provide [Number] weeks' written notice of resignation.
• Final Paycheck: The final paycheck will be issued in accordance with South Carolina Code Ann. § 41-10-50.
• Return of Property: Upon termination, the Employee must return all Employer property.

8. Confidentiality

The Employee shall maintain the confidentiality of employee/personnel records, HIPAA-regulated information, investigatory and disciplinary proceedings, company trade secrets, and HR policy documents.

• This obligation survives termination of employment.

9. Conflict of Interest

The Employee must remain impartial during investigations and hiring/disciplinary actions.

The Employee must avoid relationships that could compromise HR integrity.

10. Non-Disparagement, Social Media, and Workplace Conduct

Employee agrees not to disparage the Employer.

Social media and workplace conduct must adhere to company policy and promote a respectful environment, compliant with South Carolina’s emphasis on workplace respect.

11. Data Security and Privacy

The Employee must comply with federal and South Carolina privacy and recordkeeping requirements, including employee file retention, safeguarding medical/confidential data, EEO documentation and reporting.

12. Right-to-Work

South Carolina is a right-to-work state. This agreement does not require union membership.

13. Non-Compete (Consider Carefully - Highly Limited in SC)

Option A: No Non-Compete. No non-compete agreement is part of this contract.

Option B: Non-Compete Agreement: Employee agrees not to compete with Employer within [Specific geographic area] for a period of [Number] months following termination of employment. *This clause is subject to strict enforceability limitations under South Carolina law and may not be enforceable.*

14. Compliance with Laws

The Employee shall comply with all applicable federal, state, and local employment laws, including SC Human Affairs Law, anti-discrimination statutes, workplace harassment prevention, and whistleblower rights.

15. Internal Reporting

The Employee must report any violations, complaints, or unlawful conduct internally, in compliance with South Carolina retaliation protections.

16. Mandatory Training

The Employee must participate in the Employer’s harassment prevention, anti-discrimination, safety, ethics, and data protection training.

17. Agency Reporting

The Employee may be responsible for mandatory reporting or response filings to South Carolina state or federal agencies (EEOC, SC Human Affairs Commission, DOL, etc.).

18. Conflict Resolution

The parties agree to good faith negotiation to resolve disputes. Mediation/arbitration is [Optional/Required]. Venue and governing law shall be South Carolina.

19. Workers’ Compensation and Safety

The Employee is eligible for workers’ compensation coverage. The Employee must comply with the Employer’s drug-free workplace or safety programs.

20. Use of Company Resources

Use of company resources, technology, and HRIS systems is limited to business purposes.

The Employee must adhere to secure password management, device protection, and the Employer’s record retention and destruction policies.

21. Investigations

The Employee may handle investigations into workplace misconduct and must uphold procedural fairness at all times.

22. Onboarding

The Employee must ensure proper handling of background checks, I-9 verification, immigration documentation, and SC-specific e-verify or other onboarding requirements.

23. Ownership of Materials

All HR materials, policies created, and proprietary documentation are owned by the Employer. Outside HR consulting, teaching, or speaking engagements require Employer permission.

24. Relocation/Tuition Reimbursement/Signing Bonus

Any relocation, tuition reimbursement, or signing bonus provisions will outline specific repayment terms and triggers under South Carolina legal standards.

[Specific Details].

25. Succession Planning

The Employee is expected to participate in succession planning and cross-training activities.

26. Compliance with Posters and Notices

The Employer will ensure compliance with South Carolina-specific employment posters, employee notification requirements, mandatory employment records, and electronic communication policies.

27. Modifications

This agreement may be modified only in writing and signed by both parties.

IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first written above.

[Employer Full Legal Name]

By: [Employer Representative Name]

Title: [Employer Representative Title]

[Employee Full Legal Name]

Signature: ____________________________