Southerly Carolina’s Whistleblower Protections rapid A Review for SC Legal representatives, Lawyers & Legislation Firms

South Carolina whistleblowers who are used by a South Carolina state government agency are shielded from negative employment actions once they regular report violations of state or federal laws or maybe other wrongdoing or regulations. South Carolina attorneys, lawyers as well as law firms that represent SC state governing administration whistleblowers should be mindful of the protections afforded to these staff members who are fired, demoted, suspended or maybe usually subjected to an adverse action in response to a report of other wrongdoing or fraud by a public agency or one of its officers or employees. South Carolina whistleblower attorneys, lawyers and law firms must also be aware of the administrative requirements essential to invoke the protections of the state’s anti-retaliation statute, in addition to the help provisions afforded to certain SC whistleblowers. In addition there are any whistleblower protections for private employees and government that claim violations of South Carolina’s occupational health and safety statutes, polices or rules.

South Carolina’s Whistleblower Protection Act for State Government Employees

South Carolina’s General Assembly enacted legislation called the “Employment Protection for Reports of Violations of State or Federal Regulation” or Law (the “Act”) to defend South Carolina state staff from retaliation or disciplinary actions when they report violations of state or perhaps federal laws or maybe regulations or additional wrongdoing including fraud and misuse. Find out South Carolina Code § 8-27-10, et seq. The Act prohibits a South Carolina public system from lowering the compensation of, or dismissing, demoting or suspending, a state employee determined by the employee’s submitting of a protected article of wrongdoing with an appropriate authority. S.C. Code § 8-27-20(A). The protected report need to be made by the SC whistleblower in faith that is good and not be a mere technical violation. Id. The Act doesn’t pertain to private, non government companies or employees. S.C. Code § 8-27-50.

A public body under the Act means one of the following South Carolina entities: (A) a department of the State; (B) a state board, percentage, committee, agency, or authority; (C) a public or governmental body or political subdivision of the State, which includes counties, municipalities, school districts, or particular purpose or public service districts; (D) an organization, corporation, or perhaps agency supported in full or perhaps in part by public money or even expending public money; or, (E) a quasi governmental body of the State and its political subdivisions. S.C. Code § 8-27-10(1).

A South Carolina employee under the Act is a worker of any South Carolina public body entity, typically excluding those state executives whose appointment or work is at the mercy of Senate confirmation. S.C. Code § 8-27-10(2).

An appropriate authority under the Act means both (A) the public body which often employs the whistleblower making the safeguarded report, or maybe (B) a federal, state, or maybe regional governmental body, company, or organization having jurisdiction over criminal law enforcement, regulatory violations, professional ethics or conduct, or wrongdoing, this includes but not limited to, the South Carolina Law Enforcement Division (“SLED”), a County Solicitor’s Office, the State Ethics Commission, the State Auditor, the Legislative Audit Council (the “LAC”), and the Office of Attorney General (the “SCAG”). S.C. Code § 8-27-10(3). When a protected report is manufactured to an entity apart from the public body employing the whistleblower generating the report, the Act needs that the employing public body be informed as soon as practicable by the entity which often received the report. Id.

A SC whistleblower employee’s shielded article under the Act is a written document alleging waste or maybe wrongdoing which is made within 60 (60) days of the particular date the reporting employee first learns of the alleged wrongdoing, and which includes (a) the date of disclosure; (b) the name of the staff making the report; and, (c) the nature of the date as well as the wrongdoing or range of dates on which the wrongdoing allegedly occurred. S.C. Code § 8-27-10(4).

Pursuant to the Act, a reportable wrongdoing is some action by a public body and that causes substantial abuse, misuse, destruction, or loss of substantial public money or public resources, this includes allegations that a public personnel has intentionally violated federal or perhaps state statutory law or perhaps regulations or various other political subdivision ordinances or regulations or maybe a code of integrity, S.C. Code § 8-27-10(5). A violation which is merely technical and of a de minimus nature is not a “wrongdoing” under the Act. Id.

Rewards for SC Whistleblowers

When a SC state personnel blows the whistle on fraudulent or abusive acts or maybe violations of federal, state or local laws, rules or laws, moreover the protected report results in savings of public funds because of the state of South Carolina, the whistleblower is permitted to a reward or bounty under the Act. Nevertheless, the reward is extremely limited. The provisions of the Act offer that a SC whistleblower is entitled to the lesser of 2 Thousand Dollars ($2,000) or twenty-five percent (twenty five %) of the estimated cash saved by the state in the first year of the whistleblowing employee’s report. The South Carolina State Budget and Control Board determines the amount of the financial reward that is being given to the employee who’s eligible for the treat as a result of filing a secured report. See S.C. Code § 8-27-20(B). This reward is quite meager when compared to the bounty provisions of the federal False Claims Act, thirty one U.S.C. §§ 3729 3732 (the “FCA”). The FCA allows a qui tam whistleblower or relator to receive about thirty % of the total amount of the government’s retrieval against defendants diagnosed with made false and fraudulent promises for charge to the United States. Some current federal FCA recoveries by the U.S. Department of Justice have surpassed $1 Billion Dollars.

Nonetheless, the Act doesn’t supersede the State Employee Suggestion Program, and if a whistleblower employee’s agency participates in the State Employee Suggestion Program, then items identified as involving “wrongdoing” must be known as a suggestion to the program by the worker. A South Carolina government personnel is worthy to just one single reward both under the Act or even under the State Employee Suggestion Program, at the employee’s option. Id.

Civil Remedies for SC Whistleblowers

If a South Carolina authorities personnel suffers an adverse activity related to work within one (one) year after getting timely filed a protected report that alleged wrongdoing, the staff may institute a non jury civil action against the public body employer after using up all available grievance or any other management remedies, along with such grievance/administrative proceedings have resulted in a finding that the staff wouldn’t have been disciplined but just for the reporting of alleged wrongdoing. S.C. Code § 8-27-30(A). The unwanted action or maybe retaliations are able to include is dismissal, suspension from employment, demotion, or maybe a decrease in whistleblower’s compensation. The statutory treatments under the Act which the adversely effected employee may well recover are (one) reinstatement to his or her former employment position; (2) lost wages; (three) actual damages never to exceed 15 Thousand Dollars ($15,000); and also (four) sensible attorney fees as influenced by the court. Id. However, an award of attorney’s costs possesses a cap under the Act, and wouldn’t exceed 10 Thousand Dollars ($10,000) for just about any trial and Five 1000 Dollars ($5,000) for any appeal. Id.

At least one court has dealt with the Act’s remedies with admiration to a whistleblower employee. In Lawson v. South Carolina Department of Corrections, 340 S.C. 346, 532 S.E.2d 259 (2000), the S.C. Supreme Court held that when a whistleblower employee is limited to a recovery under the statutory treatments of the Act when the employee alleges a wrongful discharge only on the cause of his whistleblowing. In Lawson, the court granted summary judgment against the worker as he couldn’t point to a violation of any policy, ethics rule, or other regulation as a foundation for his whistleblower action which amounted to “wrongdoing” under the Act. Id.

Adverse Actions Based Upon Causes Independent of a Protected Report

In the event the ideal authority which received the report decides the whistleblower employee’s article is unfounded and a simple technical violation and is not done in faith which is good, the public body may take disciplinary action such as termination as well as, notwithstanding the filing of a report, a public body might dismiss, demote, suspend, and lessen the compensation of a worker for causes independent of the filing of a protected report. Id. A South Carolina public body might also demand disciplinary sanctions against any strong line supervisory workers who hit back against yet another employee for acquiring filed a good faith report.

Statute of Limitations

Under the Act, a whistleblower’s civil actions has to be commenced within just one (one) yr after the accrual on the cause of action or exhaustion of all the available grievance or other administrative and judicial remedies, or such a lawsuit is permanently barred. S.C. Code § 8-27-30(B).

Occupational Health and Safety Act (“OSHA”) Whistleblower Protections

South Carolina has a separate whistleblower protection statute for staff members who report violations of statutes, policies or perhaps polices regarding occupational safety and health. S.C. Code § 41-15-510. The protected activities include filing a complaint, instituting a proceeding, or even testifying about OSHA violations. Any worker that has been discharged or normally discriminated against by anybody in violation of Section 41-15-510 has got the best to file a complaint with the South Carolina Commission of Labor alleging such discrimination. The SC Labor Commissioner shall result in investigation to be produced as he or she deems appropriate, and, if the Commissioner determines which anti-discrimination provisions of Section 41-15-510 have already been violated, he must institute a law suit within the proper court of common pleas against such a low discriminating entity or human being. In any that low steps, the court of common pleas has injunctive power to restrain such OSHA anti discrimination violations, and also authority to buy most proper relief including rehiring or reinstatement of worker to his or her former place with back pay. S.C. Code § 41-15-520. Unlike the Act, the OSHA whistleblower protections are designed to state government and private employees.


South Carolina whistleblowers that are used by a South Carolina state government agency are guarded from adverse employment actions once they reasonable report violations of state or federal laws or maybe various other wrongdoing or regulations. South Carolina attorneys, lawyers and law firms who represent SC state federal whistleblowers have to know the protections afforded to these personnel who are fired, demoted, suspended or perhaps usually subjected to an adverse action in response to a report of other wrongdoing or fraud by a public agency or even one of its officers or employees. South Carolina whistleblower attorneys, lawyers and law firms need to evaluate the administrative requirements essential to invoke the protections of the state’s anti retaliation statute, the statutes of limitations, in addition to the remedial provisions afforded to such SC state government whistleblowers, in order to properly guide such clients. And so, simple battery , the employment lawyer must be mindful of the rights & curatives of equally South and private Carolina governing administration employees which blow the whistle of violations of state OSHA statutes, regulations or rules.

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