New Reporting Requirements for Employers in South Carolina
As of the first quarter of 2024, there will be new reporting requirements for employers in South Carolina, following the enactment of the Statewide Education and Workforce Development Act by Governor Henry McMaster in May 2023. According to a statement by the South Carolina Department of Employment and Workforce (SCDEW), this Act aims to “improve the effectiveness of South Carolina’s workforce development and the state’s responsiveness to industry needs by providing detailed real-time workforce information and analysis to decision-makers and the public”.
An Overview of the Reporting Requirements
Impacting almost all employers, these new reporting rules fall under S.C. Code Ann. § 41-31-160. Employers with at least 10 employees will be required to file quarterly reports with SCDEW, a change from the previous vantage when only companies with a minimum of 250 employees had this obligation. The quarterly reports must include a plethora of employee details including social security numbers, names, Standard Occupational Code (SOC), total number of hours worked, and total wages. The reports will have to be filed electronically unless granted a “hardship” exception.
New Inclusion – Standard Occupational Code
One notable addition in these reports is the SOC for each position, making South Carolina the fifth state in the nation to enforce this requirement. This additional reporting item might necessitate some extra research and information gathering by employers. To aid this process, the SCDEW has provided resources to help pinpoint the correct SOC for employees.
The Timeline
According to the guidelines from the SCDEW, businesses must file the wage reports for the first quarter by April 30, 2024. These reports can be filed electronically through SCDEW’s online platform, SUITS. Employers looking for additional assistance or resources related to SUITS can visit the SCDEW’s website.
Information Requests from SCDEW
In addition to the ordinary wage reports, employers now also have a new mandate when it comes to individual claims for unemployment benefits. Starting from March 1, 2024, employers with at least ten employees will have to respond electronically to SCDEW’s information requests concerning these claims. Exceptions can be made if the employer can demonstrate a “hardship”.
Seeking Compliance Advice?
If you have any queries about complying with the new reporting requirements or need further assistance, consult with an attorney. It is vital that employers are aware of these changes ahead of time and prepare accordingly to ensure a smooth transition and to avoid any potential penalties for non-compliance.
This new legislation not only increases the administrative responsibilities for employers but also marks a significant shift in the state’s approach to managing workforce information. The enhanced insights generated from the more detailed reports will help facilitate improved decision making and strategic planning for state authorities, ultimately driving the growth and development of the workforce in South Carolina.
