The Horton Law Firm Privacy Policy

The Horton Law Firm is the sole owner of the information collected on this site. We only have access to/collect information that you voluntarily give us via email or other direct contact from you.
We will not sell or rent this information to anyone. We will use your information to respond to you regarding the reason you contacted us. We will not share your information with any third party outside of our organization, other than as necessary to fulfill your request, e.g. to send documents via US Postal mail. Unless you ask us not to, we may contact you via email in the future to tell you about new offerings or services.
If you feel we are not abiding by this policy, please contact us via telephone at 864-233-4351 or via email at info@hortonlawfirm.net.
Why Choose Horton Law? Discover the
Horton Difference
Experienced
Since 1970, our experienced team has provided thoughtful counsel and aggressive representation to both businesses and individuals.
Knowledgeable
Our attorneys have extensive understanding and proven knowledge of our wide range of practice areas.
Personal
We combine the experience and capabilities of a large firm with the personal, individual service of a small, local office.
Our Blog Read The Latest From Our Firm
Leverage to Negotiate Severance in SC
South Carolina companies are not typically obligated to offer severance to fired employees unless there’s a contrac...
In Gina Carano v. Disney, Parties Seek More Time Before Trial
In a filing from February 27, 2025 for Carano v. Disney, attorneys for Disney and Gina Carano filed a joint request t...
At-Will Employment and Its Exceptions in South Carolina
So many of the employees who reach out to me about potential legal claims are caught off guard by the fundamental rea...
Why I Charge for My Consultations
I charge for my consultations. This surprises many potential clients who have been inundated with personal injury law...
Sneaky Provisions in Severance Agreements
For most South Carolina employees, being presented with a severance agreement at the time of termination–especi...
Trump Removes NLRB Members and EEOC Commissioners
Just after Donald Trump’s election in November 2024, I wrote about the possible changes to the Equal Employment...
Unanimous Supreme Court Changes Standard of Proof for FLSA Exemptions
Yesterday, the U.S. Supreme Court issued its decision in E.M.D. Sales, Inc. v. Carrera regarding FLSA exemptions, hol...
Proposed SC Law to Ban Hospitals from Enforcing Non-Competes
The S.C. General Assembly may consider a proposed new law this legislative term that would, in effect, ban hospitals ...
Top 10 Employment Law Blog Posts for 2024
As we did last year about this time, I’d like to take some time to review our top 10 employment law blog posts ...
What Qualifies as Consideration for an Enforceable Non-Compete in SC?
One key element for an enforceable non-compete in South Carolina is the existence of “valuable consideration....
Disney Pays $43 Million to Settle Pay Disparity Issues
Last week, Disney agreed to pay $43 million to resolve an ongoing class action lawsuit against the company regarding ...
SCOTUS Held Oral Arguments on Standard of Proof in FLSA Cases
Back in June 2024, I wrote about the latest Fair Labor Standards Act (FLSA) currently pending before the U.S. Supreme...