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# Bettis Law Group, LLP: Employment & Labor Law Attorneys in Columbia, South Carolina

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## Posts
- [“ADA Leave” Isn’t a Leave Law: What South Carolina Employers Must Actually Provide — and Where the Lawsuits Come From](https://www.bettislawsc.com/ada-leave-south-carolina-employers/): The ADA creates no leave entitlement. What South Carolina employers must consider, the Fourth Circuit rule on indefinite leave, and where liability starts.
- [USERRA Season: What South Carolina Employers Must Do When Employees Leave for Annual Training](https://www.bettislawsc.com/userra-military-leave-rules-for-south-carolina-employers/): Military leave rules for employers: USERRA covers every SC employer regardless of size — no forced PTO, the escalator principle, the 5-year rule, and where employers get sued.
- [SC Remote Work Laws 2026: Mandatory Policy Updates for Charleston Employers](https://www.bettislawsc.com/sc-remote-work-laws-2026/): So, are your company’s remote work policies up to date? When it comes to potential employment-related liability, even a single oversight can have significant financial consequences. If you have questions or concerns about what your company should be doing to manage its remote work-related risk in 2026, we invite you to contact us for more information.
- [Bettis Law Group Honors Vance J. Bettis for 50 Years of Distinguished Legal Service](https://www.bettislawsc.com/bettis-law-group-honors-vance-j-bettis-for-50-years-of-distinguished-legal-service/): Bettis Law Group proudly recognizes Vance J. Bettis on the 50th anniversary of his admission to practice law. For five decades, Vance has exemplified professional excellence, public service, and unwavering dedication to the rule of law. With more than 30 years of litigation experience—nearly all of it focused on employment law— Vance has litigated hundreds of employment matters throughout his distinguished career. Since the early 1980s, he has represented every South Carolina Governor, regardless of political affiliation, in employment-related cases, including Rose v. Beasley (S.C. 1997) and Sloan v. Sanford (S.C. 2004). A trusted advocate in many of South Carolina’s most consequential employment cases, Vance successfully defended two class action lawsuits that each sought against the State damages in the hundreds of millions of dollars in Anonymous Taxpayer v. South Carolina Department of Revenue (S.C. 2008) and Ward v. State (S.C. 2000), as well as defending the City of Camden against similar claims in Alston v. City of Camden (S.C. 1996). In addition to his extensive public-sector work, Vance has represented private employers of all sizes in matters involving discrimination, wrongful discharge, and employment-related torts, and has handled hundreds of discrimination charges and lawsuits. Vance has argued more than 50 times before South Carolina’s appellate courts and represented clients in approximately 40 appeals before the Fourth Circuit Court of Appeals. Vance’s fifty years of practice have helped shape the landscape of employment law in South Carolina.
- [What Employers Need to Know About the DOL’s White Collar Exemptions Under the FLSA](https://www.bettislawsc.com/what-employers-need-to-know-about-white-collar-exemptions/): Last year the U.S. Department of Labor (DOL) issued a Notice of Proposed Rulemaking stating the Department’s intent to increase the salary requirements for the executive, administrative, and professional (EAP) exemptions under the Fair Labor Standards Act (FLSA). These exemptions allow employers to pay flat annual salaries to qualifying EAP employees without paying overtime, and without regard to the minimum hourly wage requirements.
- [What Employers in the Carolinas Need to Know About the EEOC’s Pregnant Workers Fairness Act Regulations](https://www.bettislawsc.com/what-employers-in-the-carolinas-need-to-know-about-the-eeocs-pregnant-workers-fairness-act-regulations/): Here are some key aspects of the EEOC's Pregnant Workers Fairness Act regulations for employers in North Carolina and South Carolina:
- [U.S. Department of Labor (DOL) Proposes Significant Changes to White-Collar Exemptions Under the Fair Labor Standards Act (FLSA)](https://www.bettislawsc.com/dol-proposes-changes-white-collar-exemptions-flsa/): The U.S. Department of Labor (DOL) has proposed significant changes to the white-collar exemptions under the Fair Labor Standards Act (FLSA). While these changes are not yet final, employers in South Carolina should consider their implications for the future and ensure that they are prepared to comply if and when necessary.
- [“Know Your Rights” Poster Recently Posted by the EEOC](https://www.bettislawsc.com/know-your-rights-poster-recently-posted/): The U.S. Equal Employment Opportunity Commission (EEOC) recently released a new “Know Your Rights” poster (dated October 20, 2022), which replaces the previous “EEO is the Law” poster. This fact sheet provides answers to frequently asked questions about the “Know Your Rights” poster.
- [SC Federal Contractors Must Now Certify Affirmative Action Program (AAP) Compliance Through OFCCP Contractor Portal](https://www.bettislawsc.com/affirmative-action-program-compliance-through-ofccp-contractor-portal/): In a significant development for federal contractors in South Carolina, the Office of Federal Contract Compliance Programs (OFCCP) has announced that contractors must now certify Affirmative Action Program (AAP) compliance through the OFCCP’s Contractor Portal. This new obligation is effective as of June 30, 2022.
- [New Federal Law Restricts Employers’ Ability to Enforce Arbitration Clauses in Sexual Assault and Harassment Cases](https://www.bettislawsc.com/sexual-assault-and-harassment-cases/): On March 3, 2022, President Biden signed into law the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 (the “Act”). Under the Act, employers can no longer enforce mandatory arbitration clauses in employment contracts when employees pursue claims based on allegations of sexual assault or sexual harassment. Here are some more details on the Act as well as some important tips for employers in South Carolina:
- [U.S. Department of Labor Proposes Overhaul of Prevailing Wage Law for Government-Funded Construction Projects](https://www.bettislawsc.com/department-of-labor-proposes-prevailing-wage-law-govt-funded-projects/): The U.S. Department of Labor (DOL) has proposed an overhaul of the regulations that establish minimum wages for government-funded construction projects. The proposal is part of the Biden administration’s larger initiative to create new jobs through infrastructure spending. If adopted after the 60-day public comment period, the revised regulations would affect an estimated 1.2 million workers and $187 billion in annual federal spending on public infrastructure construction.
- [EEOC Releases Updated Guidance Related to COVID-19 for Employers](https://www.bettislawsc.com/eeoc-releases-updated-guidance-related-to-covid-19-for-employers/): On March 14, 2022, the U.S. Equal Employment Opportunity Commission (EEOC) issued updated guidance for employers regarding compliance related to the COVID-19 pandemic. The EEOC began issuing guidance in 2020, and it has made several updates over the past two years.
- [The OSHA COVID-19 Emergency Temporary Standard is Back in Business](https://www.bettislawsc.com/the-osha-covid-19-emergency-temporary-standard-is-back-in-business/): On Friday, December 19, 2021, the Sixth U.S. Circuit Court of Appeals lifted an injunction that prevented the Occupational Safety and Health Administration (OSHA) from enforcing its COVID-19 Emergency Temporary Standard (ETS) for employers with 100 or more employees. Parties opposing the ETS have promised to appeal the ruling. Whether the Supreme Court agrees to review the Court of Appeals’ ruling and what the outcome of any review would be is speculation. Where does this leave South Carolina employers?
- [7 Legal Considerations for Navigating the Tight Labor Market in South Carolina](https://www.bettislawsc.com/legal-considerations-for-navigating-the-tight-labor-market/): The tight labor market in South Carolina triggered by the economic impacts of the COVID-19 pandemic doesn’t appear to be going away any time soon. A recent article on Forbes.com forecasts that “the labor market will remain tight for a while, and . . . will keep hiring difficult throughout this decade.” Another notes that, while “we’re already in an era where competition for knowledge workers is intense, the combination of an aging population and continued growth of the knowledge-based economy is going to the shortage,” of eager and qualified applicants.
- [When Is Working from Home a “Reasonable Accommodation” for a Disabled Employee in South Carolina?](https://www.bettislawsc.com/when-is-working-from-home-a-reasonable-accommodation-for-a-disabled-employee/): In some cases, employees are seeking to work from home as a “reasonable accommodation” for a disability. Under the Americans with Disabilities Act (ADA), employers with 15 or more employees must provide reasonable accommodations to employees who need them in order to perform the essential functions of their jobs. This requirement applies as long as providing a reasonable accommodation does not impose an undue hardship on the employer or the operation of the employer’s business. As the U.S. Equal Employment Opportunity Commission (EEOC) explains:
- [How Does Full FDA Approval of the Pfizer COVID-19 Vaccine Impact Employer Vaccine Mandates?](https://www.bettislawsc.com/covid-19-vaccine-impact-employer-vaccine-mandates/): The U.S. Food and Drug Administration (FDA) granted full approval for the Pfizer-BioNTech COVID-19 vaccine on August 23, 2021. As several media outlets have reported, this approval will likely lead to more widespread acceptance of the vaccine. For many employers, this may enhance the desirability and feasibility of imposing vaccine mandates.
- [How Can South Carolina Employers Defend Against Allegations of Workplace Harassment?](https://www.bettislawsc.com/employers-defend-against-allegations-workplace-harassment/): At Bettis Law Group, LLP, we bring more than 50 years of experience to representing South Carolina employers in harassment-related matters. If you want to make sure your organization is prepared, or if your organization is facing allegations of workplace harassment, call 803-799-9311 or contact us online to speak with our South Carolina employment lawyers in confidence.
- [A Closer Look at BFOQ Defense Under Title VII](https://www.bettislawsc.com/a-closer-look-at-bfoq-defense-under-title-vii/): In a recent article, we discussed some ways that South Carolina employers can defend against allegations of discrimination in the workplace. In that article, we briefly mentioned the bona fide occupational qualification (BFOQ) defense. The BFOQ defense applies to allegations of discrimination under Title VII of the Civil Rights Act of 1964, and it is available under a relatively broad range of circumstances. Here is a closer look at when the BFOQ defense applies and how employers can use it to protect themselves:
- [COVID-19 Litigation Risks for Employers in South Carolina](https://www.bettislawsc.com/covid-19-litigation-risks-for-employers-in-south-carolina/): While South Carolina is working hard to move past the COVID-19 crisis, employers in the state continue to face litigation risks related to the pandemic. As employers decide about vaccination requirements, whether to provide paid leave for vaccination appointments, and which employees will continue working remotely, they must keep all pertinent legal requirements in mind. Here is an overview of some of the issues that have the potential to lead to COVID-19-related litigation for employers in South Carolina:
- [How Can South Carolina Employers Defend Against Allegations of Workplace Discrimination?](https://www.bettislawsc.com/employers-defend-against-allegations-of-workplace-discrimination/): Defending against allegations of workplace discrimination presents a variety of challenges for South Carolina employers. When faced with allegations of discrimination based on race, sex, age, or any other protected characteristic, employers must take the allegations seriously, and they must promptly determine what defensive measures are necessary.
- [When Can (and Can’t) Employees Go on Strike in South Carolina?](https://www.bettislawsc.com/when-can-and-cant-employees-go-on-strike-in-south-carolina/): Employee strikes can be both disruptive and expensive. While employees have the right to strike in certain circumstances, the right to strike is not absolute, and employers have clear legal rights when employees attempt to strike in violation of federal law. For employers in South Carolina, knowing how to respond to a strike (or purported strike) is critical. Responding both quickly and appropriately can be essential for mitigating potential financial and reputational harm.
- [What South Carolina Employers Need to Know About The American Rescue Plan Act](https://www.bettislawsc.com/american-rescue-plan-act-for-employers/): On March 10, 2021, Congress passed a $1.9 trillion coronavirus relief bill called the American Rescue Plan Act (“ARPA”), and President Biden signed it into law on March 11.  The bill affects employers in several ways, including adding an optional extension to leaves provided by the Families First Coronavirus Response Act (“FFCRA”) and providing a subsidy for employer-paid COBRA premiums paid on behalf of employees who have been recently terminated. Employers need to be aware of these key provisions of the ARPA, including some specific notice requirements.
- [How Should South Carolina Employers Respond to Allegations of Workplace Discrimination?](https://www.bettislawsc.com/south-carolina-employers-respond-to-allegations-of-workplace-discrimination/): Allegations of workplace discrimination can be disruptive for employers. They can also be incredibly costly. Several South Carolina and federal laws protect employees against discrimination in the workplace, and companies that are accused of violating these laws can face significant liability. If publicized, allegations of workplace discrimination can also lead to reputational harm, loss of customers or clients, and a dissatisfied workforce.
- [What Policies Do South Carolina Employers Need in Order to Mitigate Their Risk Effectively?](https://www.bettislawsc.com/employers-need-mitigate-their-risk-effectively/): For companies in South Carolina, one of the most-effective ways to mitigate against the risk of employment-related liability is to establish and implement appropriate policies and procedures. In order to serve their intended purpose, these policies and procedures must be custom-tailored to a company’s operations and risks, and they must adequately address all pertinent provisions of South Carolina and federal law.
- [What Do South Carolina Employers Need to Know about Dealing with COVID-19 in 2021?](https://www.bettislawsc.com/south-carolina-employers-need-to-know-about-dealing-with-covid-19-in-2021/): Located in Columbia, SC, employment lawyers at Bettis Law Group, LLP serves as employment law counsel for employers throughout South Carolina. If you have questions about what your company can (and should) be doing in response to the COVID-19 pandemic, we encourage you to call 803-799-9311 or contact us online to arrange a confidential consultation.
- [What’s In The New Stimulus Bill For Employers?](https://www.bettislawsc.com/whats-in-the-new-stimulus-bill-for-employers/): On December 27, 2020, the President signed a $900 billion stimulus bill into law. While the $600 direct payments to individuals and the eviction moratorium have received much coverage in the news, the bill also contains a handful of items employers need to know about. Here is a summary:
- [What Laws Apply to the Hiring Process in South Carolina?](https://www.bettislawsc.com/laws-apply-hiring-process-south-carolina/): In the hiring context, many of the greatest risks for employers arise out of the state and federal anti-discrimination laws. These laws are complicated (and they have seen some significant changes in recent years), and it is imperative for employers to ensure that their managers, supervisors and human resources (HR) personnel have a clear understanding of what is allowed and what is prohibited. However, once a hiring decision has been made, compliance obligations are not over, and there are various risks that must be addressed during the onboarding process as well.
- [What Do South Carolina Employers Need to Know about Discrimination in the Workplace in 2020?](https://www.bettislawsc.com/employers-discrimination-in-workplace/): For employers in South Carolina, allegations of discrimination in the workplace present significant risks. Not only can substantiated allegations lead to civil liability, but accusations of disparate treatment of similarly-situated employees can harm companies’ public reputations and wreak havoc on their corporate cultures as well.
- [After Court Ruling, U.S. Department of Labor Revises Final Rule on FFCRA Compliance](https://www.bettislawsc.com/labor-revises-final-rule-on-ffcra-compliance/): If you have questions about your company’s rights and obligations under the Families First Coronavirus Response Act, or if you have questions about any other employment-related legal issue about COVID-19, our South Carolina employment lawyers can help. To schedule a confidential consultation at your convenience, please call 803-799-9311 or inquire online today.
- [Newly-Enacted South Carolina Lactation Support Act Impacts All In-State Employers](https://www.bettislawsc.com/newly-enacted-south-carolina-lactation-support-act/): Do you have questions about your company’s obligations under the South Carolina Lactation Support Act? To speak with one of our South Carolina employment lawyers in confidence, please call 803-799-9311 or inquire online today.
- [U.S. Supreme Court Holds that Title VII Prohibits Discrimination Based on Sexual Orientation and Transgender Status](https://www.bettislawsc.com/u-s-supreme-court-holds-that-title-vii-prohibits-discrimination/): On June 15, 2020, the U.S. Supreme Court held that Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment based on an employee’s or job candidate’s sexual orientation or transgender status. The Court based its decision on Title VII’s express prohibition on discrimination based on sex. Writing for the 6-3 majority, Justice Gorsuch opined:
- [Resolving Employment Disputes During the COVID-19 Crisis: 5 Tips for South Carolina Employers](https://www.bettislawsc.com/resolving-employment-disputes-covid-19-crisis/): As South Carolina businesses begin working toward resuming their normal operations, the risk of facing litigation related to the COVID-19 crisis remains high. Now that most restrictions have been lifted, infection rates are once again rising; and, while Governor McMaster has signaled that he does not intend to impose another “home or work” order based on the current data, businesses (and consumers) must continue doing their part to mitigate the spread of the virus.
- [What Factors Should Carolina Employers Consider as They Reopen from COVID-19?](https://www.bettislawsc.com/factors-carolina-employers-consider-reopen-covid-19/): As South Carolina Governor Henry McMaster continues to ease restrictions on businesses forced to close due to the novel coronavirus (COVID-19) pandemic, more and more companies are beginning the gradual process of reopening. However, as most business owners are keenly aware, reopening while the virus is yet to be contained presents several risks in health and liability. If you are considering reopening your business, what do you need to know? Here are some important considerations from our South Carolina employment lawyers:
- [Equal Pay: What Does the Law Require?](https://www.bettislawsc.com/employees-entitled-to-equal-pay/): Gignilliat, Savitz & Bettis, LLP is a South Carolina employment law firm that exclusively represents employers. If you have questions about your company’s obligation under the Equal Pay Act or face allegations of wage discrimination, we encourage you to get in touch. Call 803-799-9311 or contact us online to speak with one of our South Carolina employment lawyers in confidence.
- [What Do Employers in the Carolinas Need to Do to Prepare for the Coronavirus?](https://www.bettislawsc.com/coronavirus-employers-need-prepare-carolina/): Now that we have seen the first confirmed case of the novel Coronavirus, also known as COVID-19, in North Carolina, it seems that it may only be a matter of time until we see multiple cases in the Carolinas. With this in mind, employers in North Carolina and South Carolina should be taking steps to prepare—including measures to protect their employees and themselves.
- [What Do South Carolina Employers Need to Know about the FMLA?](https://www.bettislawsc.com/what-do-carolina-employers-need-to-know-about-the-fmla/): The Family Medical Leave Act (FMLA) is a federal statute that entitles employees to take unpaid leave for certain family and medical reasons. The FMLA affords employees the opportunity to take “job-protected” leave, which means that they cannot be fired (or otherwise disciplined) as a result of their decision to take leave, and they are entitled to return to their same job or an “equivalent job” when their period of leave ends.
- [Congress Passes Coronavirus Response Act](https://www.bettislawsc.com/coronavirus-response-act-covid-19/): On March 18, 2020, Congress passed the Families First Coronavirus Response Act. The Act, which was signed by the President, goes into effect April 1, 2020. It expands entitlements under the Family and Medical Leave Act of 1993 (FMLA) and provides for paid sick leave for employees impacted by COVID-19. In addition, the law provides for tax credits for private employers to help offset the cost of the new paid leave benefits.
- [Coronavirus/COVID-19: Are you ready?](https://www.bettislawsc.com/coronavirus-covid-19/): The novel coronavirus, which causes the respiratory disease COVID-19, has not caused widespread infections in the United States as it has in China, Italy, Iran, and other areas. However, the CDC estimates that it is likely that widespread transmission of COVID-19 will occur in the United States. It is a good idea for employers to prepare now, while the disease is relatively localized.
- [Three Things to Start the New Year](https://www.bettislawsc.com/three-things-to-start-the-new-year/): The end of the year is busy with wrapping up projects, planning parties, attending holiday functions, shopping, and not enough time to do it all. Here are three things that should be on the radar for South Carolina employers to help start the New Year off right.
- [Dealing with Excessive Alcohol Use and Sexual Harassment Claims Following Holiday Parties](https://www.bettislawsc.com/dealing-with-excessive-alcohol-use/): >Making sure your company has adequate insurance coverage. Finally, in the event that your company faces a sexual harassment lawsuit, having adequate insurance coverage will be key. Make sure your company’s commercial general liability (CGL) policy provides coverage for potential exposure arising from sexual harassment claims, and make sure it applies to claims arising out of holiday parties (this may or may not be the case).
- [Military Leave: What are South Carolina Employers’ Obligations Under USERRA?](https://www.bettislawsc.com/employers-obligations-under-userra/): The Uniformed Services Employment and Reemployment Rights Act (USERRA) is a federal law that applies to employers in South Carolina. It establishes various protections for employees who are military service members, members of the National Guard, and reservists.
- [Handling Holiday Vacation Requests: How to Run Your Business When No One Wants to Come In](https://www.bettislawsc.com/tips-dealing-vacation-requests-during-holidays/): No one (okay, almost no one) wants to work during the holidays. Employees at all levels understandably want to spend time with their families and loved ones, and many employees save vacation days until the end of the year specifically because they want to spend the holidays at home. While it would be nice to give everyone some time off, for most businesses, this simply isn’t practical. Clients and customers still have their demands, and there is still work to be done.
- [Department of Labor Announces Long-Awaited Salary Thresholds](https://www.bettislawsc.com/department-labor-announces-waited-salary-thresholds/): The U.S. Department of Labor on September 24, 2019, issued a final rule setting the minimum salary threshold for employees exempt from minimum wages and overtime under the Fair Labor Standards Act. The new rules will go into effect on January 1, 2020. 
- [Disaster Preparedness Plan for South Carolina Businesses](https://www.bettislawsc.com/disaster-preparedness-plan-for-south-carolina-businesses/): Although a business owner can do little to mitigate the physical damage caused by a disaster, emergency preparedness planning can mean the difference between closing the business for the worst of the weather and shuttering the doors for good. According to the Institute for Business and Home Safety, 25% of businesses permanently close following a major disaster. More importantly, planning can help avoid or mitigate damages caused by non-weather related disasters. Here are some elements of good disaster preparedness planning:
- [What Do South Carolina Employers Need to Know about GA, NC, and SC Marijuana Laws?](https://www.bettislawsc.com/marijuana-laws/): Bettis Law Group, LLP is a full-service South Carolina employment law firm dedicated to protecting the interests of employers. If you have questions about the impacts of state medical marijuana laws and would like to speak with our employment lawyers, please call 803-799-9311 or contact us online today.
- [Is Your Company Required To Submit Pay Data To The EEOC By September 30, 2019?](https://www.bettislawsc.com/submit-pay-data-eeoc/): If you have questions about your company’s reporting obligations or would like help preparing your EEO-1 Survey responses, we encourage you to contact us for a confidential initial consultation. To speak with one of our highly-experienced South Carolina employment lawyers, please call 803-799-9311 or inquire online today.
- [Can SC Employers Search or Surveil Their Employees?](https://www.bettislawsc.com/employers-search-employees/): A South Carolina employee’s expectation of privacy in the workplace may differ from the employer’s perception of what the employee is entitled to. As experienced employment attorneys in South Carolina, the attorneys at Bettis Law Group,  are routinely asked, “How much privacy do employees have in the workplace?” or “Can I search an employee or read their emails?” The most important consideration in answering this question is the context, so, unfortunately, the most accurate response is that it depends on the circumstances. An employer in South Carolina must balance the need for ensuring safety and accountability in the workplace and the employer’s legitimate business interests with the employees’ reasonable expectation of privacy.
- [New Proposed Salary Threshold for Overtime Exemption in South Carolina](https://www.bettislawsc.com/new-proposed-salary-threshold-for-overtime-exemption/): Employers in South Carolina are responsible for staying apprised of new state and federal laws that regulate how they treat and pay employees. As experienced employment lawyers in South Carolina, the attorneys at Bettis Law Group, are dedicated to ensuring our clients are aware of legal and regulatory changes that will affect their business and employment practices and policies. Most recently, the United States Department of Labor (DOL) issued highly anticipated proposed rule changes that will update overtime eligibility under the federal Fair Labor Standards Act (FLSA). The proposed rule changes could mean a hike in wages for South Carolina employees.
- [Expansion of the Applicability of the Age Discrimination in Employment Act](https://www.bettislawsc.com/age-discrimination-in-employment-act/): As the cost of living continues to increase, more Americans are working longer and retiring at older ages. Because Americans are working longer, age discrimination becomes a more prominent concern in the workplace. The South Carolina employment lawyers at Bettis Law Group, are experienced in helping employers implement policies and practices that work to prevent discriminatory hiring, employment, and firing practices.
- [Can an Employer Curb Conversations about Politics in the Workplace?](https://www.bettislawsc.com/conversations-politics-workplace/): Traditionally, it has been taboo to discuss religion, politics, and sex in the workplace to avoid controversial and potentially offensive and inappropriate conversations. While this may seem completely sensible, with the country more divided than ever, it has been difficult for many to bite their tongues and hold their opinions about the current political climate. Did you hear conversations about the confirmation of Justice Kavanaugh in the cubicles? What about the controversy over the NFL players taking a knee during the national anthem? As a law firm with years of employment law experience in South Carolina, the lawyers at Bettis Law Group, LLP know how important it is that employers understand what speech can be regulated in the workplace and what opinions workers are entitled to express.

## Pages
- [Immigration Services](https://www.bettislawsc.com/immigration-services/): Bettis Law Group LLP offers counsel and representation in the area of federal immigration law. Immigration law presents complex and challenging issues for employers. We offer services in a wide range of employment- based Nonimmigrant and Immigrant visa matters, including:
- [Nicole Pares](https://www.bettislawsc.com/nicole-pares/): Nicole is a 2022 graduate of the University of South Carolina School of Law, where she graduated with honors. In law school, Nicole served as the President of the Pro Bono Board, as a Senior Articles Editor on the South Carolina Journal of International Law and Business, and as a member of the John Belton O'Neall Inn of Court. In law school, Nicole was the recipient of the Hugh L. Willcox Pro Bono Volunteer of the Year Award, the Outstanding Pro Bono Service Award, and the Susan McCrary Award.
- [C. Adair Bledsoe, Jr](https://www.bettislawsc.com/c-adair-bledsoe-jr/): The bulk of Adair’s legal career has involved providing litigation defense and risk management advice and counsel to employers of all sizes regarding virtually any issue (and law) that relates to employees. He has appeared before various state and federal courts as well as state and federal agencies charged with handling employment-related matters.
- [Erin Barlow Sheheen](https://www.bettislawsc.com/erin-barlow-sheheen/): Erin is a graduate of College of Charleston where she earned degrees in Sociology and Spanish. Erin was admitted to the South Carolina Bar in 2022. While in law school, Erin was heavily involved with student organizations, serving as a research editor on the ABA Real Property, Trust, and Estate Law journal and as a board member of the Labor and Employment Law Society.
- [COVID-19 Updates](https://www.bettislawsc.com/covid-19-updates/): These are unprecedented and uncertain times. They will undoubtedly call for unprecedented solutions. One thing you can be certain of is our commitment to serving your needs through the continuing COVID-19 pandemic. We are taking precautions to protect our employees, clients, and vendors. To minimize the opportunity for the spread of the COVID-19 virus, we are limiting in-person meetings and have implemented physical distancing and face-covering requirements for our offices. You may contact us by phone or email at any time, and we can conduct remote meetings through conferencing technology.
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- [Journal – Legal Articles & Firm News](https://www.bettislawsc.com/journal/): Bettis Law Group, LLP2026-08-17T19:58:25+00:00August 17th, 2026|Employment|
- [Defense Lawyers For Harassment and Discrimination Charges](https://www.bettislawsc.com/harassment-discrimination-lawyer/): A lawsuit of discrimination or harassment certainly comes as a surprise to the upper-level management of almost every business enterprise. When a lawsuit is charged and authenticated with EEOC or commission on Human Rights, the company's reputation is at stake. In these crucial moments for the company, hiring a credible and highly proficient discrimination lawyer in Columbia SC is imperative.
- [Wage & Hour Disputes](https://www.bettislawsc.com/wage-hour-disputes/): If you're an employer looking for legal counsel in South Carolina to help with wage and hour disputes, then contact our firm today.
- [Employer Counseling & Labor-Management Relations](https://www.bettislawsc.com/labor-management-relations-lawyers/): Working with a union can be challenging for many businesses, which is why having a competent and experienced legal team is so beneficial. At Bettis Law Group LLP, our labor relations attorneys handled hundreds of labor-management relations matters over the years.
- [Employment Law](https://www.bettislawsc.com/employment-law/): Whether your organization is large or small, private or public, you have one thing in common with every other employer: people. No business or government can function without them. And no two people are alike. In many ways, the workplace is like a marriage. We each have our own personalities. We each bring our own life experiences into the mix. Typical employees work an eight-hour day and sleep eight hours a night. That means they spend at least as much of their workweek with their co-workers as they do with anyone else. This translates to a need for a workplace that is both welcoming and respectful. And that is a delicate balance. Our firm’s attorneys understand that. They deal with nothing but workplace issues all day, every day. We are called upon daily to answer questions dealing with:
- [Contact Us](https://www.bettislawsc.com/contact/): Contact Bettis Law Group LLP We Do Not Represent Employees Please note that we only represent management. We do not accept cases on behalf of individuals against their current or former employers. Employees seeking legal advice or representation should contact the South Carolina Bar Lawyer Referral Service. Name (required) Phone (required) Email (required) Name of Organization(required) Job Title (required) Your Message Disclaimer: The materials on this website are for informational purposes only and do not constitute legal advice. No attorney-client relationship is created by reviewing the web site's information or by contacting this law firm. I understand the disclaimer × Address Bettis Law Group, LLP 3700 Forest Drive, Suite 500 Columbia SC 29204 Hours Monday-Friday: 9:00am - 5:00pm Saturday: By Appointment Sunday: By Appointment Phone Office: 803-799-9311 Fax: 803-254-6951 International +1 803-799-9311
- [T. Foster Haselden](https://www.bettislawsc.com/foster-haselden/): Focused Litigator
- [R. Hayne Hodges, III](https://www.bettislawsc.com/r-hayne-hodges-iii/): Hayne Hodges has focused his legal career on employment litigation defense, advice and counseling.  He has successfully represented employers in state and federal courts, and before administrative agencies, on a variety of issues, such as Title VII, FMLA, ADA, ADEA, FLSA, the South Carolina Wage Payment Statute, wrongful terminations, and restrictive covenants.
- [Fred A. Williams](https://www.bettislawsc.com/fred-williams/): Fred is a 2005 graduate of the University of South Carolina School of Law, where he was a member of the South Carolina Law Review. Fred’s legal experience includes handling issues involving race, gender, and disability discrimination. He has represented clients, including hospitals and governmental agencies, before the United States District Court, the United States Court of Appeals for the Fourth Circuit, the Equal Employment Opportunity Commission and the South Carolina Human Affairs Commission.
- [Christopher W. Johnson](https://www.bettislawsc.com/christopher-johnson/): With both a law degree and a master’s degree in business, Chris helps employers to discover solutions to their employment law problems. Chris is a certified specialist in labor and employment law and has a special interest in employee and labor relations, employee benefits, handbook drafting, HIPAA compliance as applicable to employment, wage and hour compliance and litigation, and substance abuse testing. He has reviewed hundreds of employee handbooks and policies, assisted private and public employers with the formulation and implementation of employment policies, and successfully represented employers in scores of matters in litigation in the state and federal courts and in charges before the Equal Employment Opportunity Commission and the South Carolina Human Affairs Commission. He represents many hospitals, federal contractors, and local governments.
- [Derwood L. Aydlette, III (Of Counsel)](https://www.bettislawsc.com/derwood-aydlette/): An employment lawyer and labor lawyer specializing in labor and employment law, Dirk has been practicing law for more than thirty-five years. Having spent the first seven years of his practice as a plaintiffs’ attorney provides him with a unique perspective on now defending employment lawsuits.
- [Vance J. Bettis (Of Counsel)](https://www.bettislawsc.com/vance-j-bettis/): With over 30 years of litigation experience – nearly all of which has been in the area of employment law – Vance has litigated hundreds of employment lawsuits. Since the early 1980's, Vance has represented every South Carolina Governor, regardless of political affiliation, in employment matters. E.g., Rose v. Beasley (S.C. 1997); Sloan v. Sanford (S.C. 2004). Vance has been involved in some of the most important employment-related cases in South Carolina, including successfully defending two class action lawsuits that each sought against the State damages in the hundreds of millions of dollars. Anonymous Taxpayer v. South Carolina Dept. of Revenue (S.C. 2008); Ward v. State (S.C. 2000); see Alston v. City of Camden (S.C. 1996).
- [Bettis Law Group, LLP – South Carolina’s Labor & Employment Law Firm](https://www.bettislawsc.com/): Among the oldest employment law firms in South Carolina, we've maintained an atmosphere of professional and financial accessibility to our clients for 50 years. The South Carolina Supreme Court has certified five of our labor attorneys and employment lawyers as specialists in employment and labor law, a designation held by fewer than 100 of the more than 15,000 members of the South Carolina Bar.