Employee Benefits

The Horry County Human Resources department's mission is to maximize the the welfare of Horry County Government employees with programs, interventions, and processes designed through collaborative efforts with all organizational levels.


It is mandatory that all eligible full and part time county employees be enrolled as a member with the SC Retirement System or PORS Retirement System.

SCRS: You contribute 9.0 percent of your gross pay, tax-deferred into your SCRS retirement account per pay period.

PORS:If you are a Police Officer, Detention Officer or Firefighter, you will contribute 9.75 percent of your gross pay, tax-deferred into your PORS retirement account per pay period.

SCRS/PORS:Your active SCRS or PORS account earns 4 percent interest compounded annually on your balance as of the previous June 30 until you retire or your account becomes inactive. An account is considered inactive when no contributions have been made to the account in the preceding fiscal year and no other active, correlated system or State ORP account exists.


Retiree Health Insurance
Retiree Health Insurance is offered through PEBA State Health Plan. Determining retiree insurance eligibility is complicated, and only PEBA can make that determination.
Horry County offers a subsidy towards retiree health insurance as a benefit to employees who were hired prior to July 1, 2011 and have been employed with the County for fifteen years or longer. However rising costs and legislative changes have resulted in changes to this plan, such as the discontinuance of the plan for employees hired subsequent to June 30, 2011, and may in the future affect the County's ability to continue this benefit. This plan as presented is subject to change and the County's ability to fund this benefit can be impacted by budget challenges. Due to the risk of unknown circumstances, this plan as described herein may be deemed non-sustainable at some future time. The Retiree Health Insurance Guidelines do not create any express or implied contract of this benefit being provided in the future. No past practices or procedures. promises or assurances, whether written or oral, form any express or implied agreement to continue such practices or procedures.

Download R-89-12 (5.2 MB)


Empower Retirement (empower.com) is a voluntary tax-sheltered retirement program available to you. If you decide to establish a 401K or 457 account, this will allow you to supplement your retirement or social security benefits. The amount you choose to defer is payroll deductible. You have the option of choosing investments, fixed interest, equities and life insurance depending on the plan you select you may have the option to borrow money, tax free, from your account. This is a volunteer program and the County does not match funds.

Life Insurance

Horry County provides life insurance to all employees who are on a permanent full-time basis, working at least 30 hours or more hours per week. The employee will be insured for an amount equal to one time their annual salary up to $50K at no premium cost to the employee through Companion Life and one time their annual salary through the South Carolina Retirement System. The employee will also be insured for a $3000 Basic Life policy if the employee is enrolled in health coverage through PEBA. Employees may enroll in additional term life insurance offered through PEBA and whole life policies offered through Unum and are responsible for the premium. Employee may also enroll dependents in term life and whole policies and are responsible for the premium.

Paid Vacation and Sick Leave

All regular full-time and part-time employees earn paid vacation and sick time per month. Regular part-time employees shall earn paid time off on a pro-rata basis. Employees cannot earn hours above the maximum accumulation rates. Once the maximum accumulation is reached for either vacation leave or sick leave, the employee will no longer earn leave until the employee drops below the maximum accumulation. Vacation and sick will accumulate independently. If an employee is at max in vacation but below max in sick, the employee will continue to earn sick leave, but not vacation leave, and vice versa.

Vacation leave may be used for any paid leave reason: vacation, personal, sick. Sick leave may only be used for personal illness, ill parents, spouses, or children, medical/dental appointments, FMLA-related issues, and treatment for alcohol/drug abuse.

Holiday Observance Procedure

For full-time, exempt employees, holiday pay is calculated on a salary basis. Holiday pay for nonexempt, full-time employees is calculated on the basis of the pay cycle in which they work. Non-exempt, full-time employees will receive holiday pay per holiday as follows:

Cycle Holiday Pay Received Per Holiday
A 8.00 hours
B 8.55 hours
C 10.60 hours
E 8.00 hours
F 8.00 hours
H 9.60 hours

Holidays are to be taken on the prescribed day unless it is necessary for the employee to work. An employee classified as non-exempt under the Fair Labor Standards Act (FLSA) and who is required to work on an observed holiday shall be paid for the holiday at the employee’s normal, regular rate of pay for time worked between 12:00 a.m. until 11:59 p.m. on a designated holiday. This pay is in addition to the holiday hours paid in section 4.03 B1. The policy applies only when an employee is physically at work.

Health, Dental and Vision Coverage

All active employees who are on a permanent full-time basis, working at least 30 hours or more hours are eligible to enroll in health, dental and/or vison coverage offered by PEBA State Health Plan. Health coverage includes prescription drug coverage through Express Scripts.

Short Term Disability

This is a voluntary product and is an employee cost benefit. Employees can apply for this plan if you are a full-time permanent employee authorized to work and reside in the United States. Eligible employees must work 30 or more hours per week and cannot be considered a part-time, temporary or seasonal employee. If any eligible employee is not actively at work on the individual effective date, group insurance coverage for the employee will not exist until he/she returns to full-time active work. The rate for this coverage is based on the employee’s salary, age and selected elimination period. The maximum benefit duration is 12 weeks. This is the length of time that an insured employee may be entitled to benefits if continuously disabled as outlined in the certificate. The benefit amount is 60% of an employee’s covered monthly earnings to a maximum benefit of $1,500, then reduced by other deductible income benefits as outlined in the certificate. The elimination periods are 7, 14 or 30 days for injury and/or sickness. This is the period of consecutive days which no benefit is payable.

Long Term Disability

The County pays for a Long Term Disability policy for insurance-eligible employees. This insurance is designed to provide a financial cushion if an employee remains out of work for more than 90 days and/or becomes disabled. The benefit will be based on a percentage of the employee’s pre-disability earnings. Employees may enroll in a supplemental policy offered through PEBA and are responsible for the premium.

Voluntary Products

Group Accident, Critical Accident and Whole Life Insurance policies are available. The employee may add polices for their spouse and/or children. Active employees are responsible for the premiums through payroll deductions. Employees may take their policies with them and pay the vendor directly upon leaving employment

Direct Deposit and Credit Union

The County direct deposits all payroll earnings bi-weekly.

Money Plus Spending Account

An IRS approved plan that allows employees to be reimbursed for health care and/or dependent care expenses with pre-tax dollars is available.