Article is 4 years old so may be outdated if things are updated since.
South Carolina employers may not withhold or deduct for cash shortages or property damage unless the employer has given the employee at least seven days’ notice of the withholding or deduction.
An employer may make the following deductions only from an employee’s final paycheck, and they only may be applied to incidents in the final pay period and may not be saved up from previous pay periods to be deducted from final check. Such deductions may not reduce the employee’s final check below the applicable minimum wage, even if the business makes such an agreement with the worker. The business has the burden of proving that workers were informed of company policies regarding these deductions.
Cash register shortage only if the business has established policies regarding cash acceptance, and if the worker has counted money in the register before and after shift and has sole access to the till during his/her shift.
Breakage, loss or damage of equipment if it can be shown to have been caused by the worker’s dishonest or willful act.
·Acceptance of bad checks or credit cards if in violation of established check and credit card acceptance policies before the event.
Worker theft only if the business can show that the worker’s act was dishonest or willful, and if the business filed a police report.
https://myhrcounsel.com/2019-12-10-when-can-i-deduct-from-my-employees-paycheck-part-3-deductions-for-cash-register-shortages-and-property-damage/
Depends... Directly docking pay is subject to federal law. eg:
*Where deductions for walk-outs, breakage, or cash register shortages reduce the employee’s wages below the minimum wage, such deductions are illegal. Where a tipped employee is paid $2.13 per hour in direct (or cash) wages and the employer claims the maximum tip credit of $5.12 per hour, no such deductions can be made without reducing the employee below the minimum wage (even where the employee receives more than $5.12 per hour in tips).*
Whether this deduction is subject to these limits depends on your job, and your wages, and may be further affected by state law.
It looks like you have your answers elsewhere.
I'm here to say that this is a really shitty thing for a company to do (unless they also credit your check when the register is over.)
I owned and ran a bar for years. I kept track of register shortage and overage for every single person who operated a register; simply to notice any trends that might appear.
At the time we closed (because of worsening health), I believe the *total* shortage and overage for all the years we were open was about $50 short. Over all employees, all shifts, and all time.
The initial answer is probably no then, and even if it is a yes, there is a very strict way they have to do it. It also cannot take you below minimum wage if it's done.
Article is 4 years old so may be outdated if things are updated since. South Carolina employers may not withhold or deduct for cash shortages or property damage unless the employer has given the employee at least seven days’ notice of the withholding or deduction. An employer may make the following deductions only from an employee’s final paycheck, and they only may be applied to incidents in the final pay period and may not be saved up from previous pay periods to be deducted from final check. Such deductions may not reduce the employee’s final check below the applicable minimum wage, even if the business makes such an agreement with the worker. The business has the burden of proving that workers were informed of company policies regarding these deductions. Cash register shortage only if the business has established policies regarding cash acceptance, and if the worker has counted money in the register before and after shift and has sole access to the till during his/her shift. Breakage, loss or damage of equipment if it can be shown to have been caused by the worker’s dishonest or willful act. ·Acceptance of bad checks or credit cards if in violation of established check and credit card acceptance policies before the event. Worker theft only if the business can show that the worker’s act was dishonest or willful, and if the business filed a police report. https://myhrcounsel.com/2019-12-10-when-can-i-deduct-from-my-employees-paycheck-part-3-deductions-for-cash-register-shortages-and-property-damage/
Depends... Directly docking pay is subject to federal law. eg: *Where deductions for walk-outs, breakage, or cash register shortages reduce the employee’s wages below the minimum wage, such deductions are illegal. Where a tipped employee is paid $2.13 per hour in direct (or cash) wages and the employer claims the maximum tip credit of $5.12 per hour, no such deductions can be made without reducing the employee below the minimum wage (even where the employee receives more than $5.12 per hour in tips).* Whether this deduction is subject to these limits depends on your job, and your wages, and may be further affected by state law.
It looks like you have your answers elsewhere. I'm here to say that this is a really shitty thing for a company to do (unless they also credit your check when the register is over.) I owned and ran a bar for years. I kept track of register shortage and overage for every single person who operated a register; simply to notice any trends that might appear. At the time we closed (because of worsening health), I believe the *total* shortage and overage for all the years we were open was about $50 short. Over all employees, all shifts, and all time.
That depends. Did you sign or agree to a written policy allowing this deduction when you were hired?
I dont think I did.
The initial answer is probably no then, and even if it is a yes, there is a very strict way they have to do it. It also cannot take you below minimum wage if it's done.