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California Free Printable Labor Law Posters Posters California Industrial Welfare Commission (IWC) Wage Order #1 Manufacturing Industry Poster

 Industrial Welfare Commission (IWC) Wage Order #1 Manufacturing Industry PDF

The Industrial Welfare Commission (IWC) Wage Order #1 Manufacturing Industry is a labor law posters poster by the California Department Of Industrial Relations. This poster is mandatory for some employers, including employers in the manufacturing industry.

This poster must be posted in a conspicuous place where all employees of manufacturing industries will see it. Employers can also request if they need this poster in another language. It describes who is affected by the laws, definitions of any necessary terms that an employee would need to know to understand the rest of the poster, standards for hours and days of work workable by employees, and what the minimum wage is for manufacturing employees. Other information includes reporting for work, licenses for disabled workers, what records should be retained by the employer, and how to deal with situations regarding cash shortages and equipment breaking.


CA All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both California and Federal poster requirements by clicking here .

—	1 	 
  
 
 
 
 
 
 
 
 	
 	 	
OFFICIAL NOTICE  	
INDUSTRIAL WELFARE COMMISSION 
ORDER NO. 1 -2001  
REGULATING  
WAGES, HOURS AND WORKING CONDITIONS IN THE  	
MANUFACTURING INDUSTRY 	
Effective July 1, 2002 as  amended 	
 	
Sections 4(A) and 10(C) amended and republished by the Department of Industrial 
Relations,  effective  January 1, 202 4, pursuant  to  SB  3,  Chapter  4,  Statutes  of  2016  
and section 1182.13 of the Labor  Code  	
 	
This Order Must Be Posted Where Employees Can Read It Easily 	
 
  Visit www.dir.ca.gov  	
 
 
 	
 
 
IWC FORM 1101 (Rev. 11/2023 )       
OSP 06 98759

—	2 	 	
 	
TAKE NOTICE: 	To employers and representatives of persons working in industries and occupations in the State of California: The 
Department of Industrial Relations amends and republishes the minimum wage and meals and lodging credits in the Industrial Welfare 
Commission’ s Orders as a result of legislation enacted (SB  3,  Ch.  4,  Stats  of  2016,  amending  section  1182.12  of  the  California 
Labor Code), and pursuant to section 1182.13 of the California Labor Code. The amendments and republishing make no other changes 
to the IWC’s Orders.  	
1. APPLICABILITY OF  ORDER 	
This  order  shall apply  to all  persons  employed  in the manufacturing industry  whether  paid on a time,  piece rate, commission, 
or other basis, except  that:  
(A) 	Provisions of Sections 3 through 12 of this order shall not apply to persons employed in administrative, executive,  or 
professional capacities. The following requirements shall apply in determining whether an employee’s  duties meet the test to 
qualify for an exemption from those  sections: 
(1) 	Executive Exemption. A person employed in an executive capacity means any  employee: 
(a) 	Whose duties and responsibilities  involve the management of the enterprise in which he/she is employed or of a 
customarily recognized department or subdivision thereof;  and 	
(b) 	Who customarily and regularly directs the work of two or more other employees herein;  and  	
(c) 	Who  has the  authority  to  hire  or  fire  other  employees  or  whose  suggestions  and  recommendations  as  to  the  hiring 
or  firing  and as to  the  advancement  and  promotion  or any  other  change  of status  of  other  employees  will  be  given  particular  weight; 
and 	
(d) 	Who customarily and regularly exercises discretion and independent judgment;  and 	
(e) 	Who is primarily engaged in duties which meet the test of the exemption. The activities constituting exempt work 
and non- exempt work shall be construed in the same manner as such items are construed in the following regulations under the 
Fair  Labor Standards Act effective as of the date of this order: 29 C.F.R.  Sections 541.102, 541.104-111, and 541.115-116. Exempt 
work shall include, for  example, all work that is directly and closely related to exempt  work and work which is properly viewed as 
a means for carrying out exempt  functions. The work actually performed by  the employee during the course of the work week 
must, first and foremost, be examined and the amount of time the employee spends on such work, together with the  employer’s 
realistic expectations and the realistic requirements of the  job, shall be considered in determining whether the employee satisfies 
this  requirement. 	
(f) 	Such an employee must also earn a monthly salary equivalent to no less than two (2) times the state minimum 
wage for full -time employment. Full -time employment is defined in Labor Code Section 515(c) as 40 hours per  week.  	
(2) 	Administrative Exemption.  A person employed in an administrative capacity means any  employee:  
(a) 	Whose duties and responsibilities  involve either:  
(i) 	The performance of office or non- manual work directly related to management policies or general business 
operations of his employer or his  employer’s customers,  or 	
(ii)  	The performance of functions in the administration of a school system, or educational establishment or 
institution, or of a department or subdivision thereof, in work directly related to the academic instruction or training carr ied on 
therein;  and 	
(b) 	Who customarily and regularly exercises discretion and independent judgment;  and 	
(c)  	Who  regularly  and  directly  assists a  proprietor,  or  an  employee  employed  in a  bona  fide executive  or  administrative 
capacity (as such terms are defined for purposes of this section);  or  	
(d) 	Who performs under only general supervision work along specialized or technical lines requiring special  training, 
experience, or knowledge;  or  	
(e) 	Who executes under only general supervision special assignments and tasks;  and  	
(f) 	Who  are primarily  engaged  in duties  that  meet  the test of  the  exemption.  The  activities  constituting  exempt  work and 
non- exempt work shall be construed in the same manner as such terms are construed in the following regulations under the Fair 
Labor Standards Act effective as of the date of this order: 29 C.F.R.  Sections 541.201-205, 541.207-208, and 541.210, 541.215. 
Exempt  work  shall  include,  for  example,  all  work  that  is  directly  and  closely  related  to  exempt  work and  work  which  is  properly  viewed 
as a means for carrying out  exempt functions. The work actually performed  by the employee during the course of the work week 
must,  first and  foremost,  be  examined  and the amount  of time  the employee  spends  on  such  work,  together  with  the  employer’s  
realistic  expectations  and the realistic requirements  of  the  job, shall  be considered in  determining whether  the employee satisfies 
this requirement.  	
 	
OFFICIAL NOTICE 	
 	
INDUSTRIAL WELFARE COMMISSION ORDER NO. 1 -2001 
REGULATING  
WAGES, HOURS AND WORKING CONDITIONS IN THE  	
MANUFACTURING INDUSTRY

—	3 	 	
(g) 	Such employee must  also  earn  a monthly  salary  equivalent  to  no  less  than  two times  the  state  minimum  wage  for 
full -time employment. Full -time employment is defined in Labor Code Section 515(c) as 40 hours per  week.  	
(3) 	Professional Exemption.  A person employed in a professional capacity means any employee who meets all  of the 	
following requirements: 	
(a) 	Who is licensed  or certified  by the  State  of California  and is primarily  engaged  in the  practice  of  one  of the  following 
recognized professions:  law,  medicine, dentistry, optometry, architecture, engineering, teaching, or accounting; or  	
(b) 	Who is primarily engaged in an occupation commonly recognized as a learned or artistic profession. For  the 
purposes  of this subsection,  “learned or artistic profession”  means an  employee who  is  primarily  engaged  in the  performance of: 
(i) 	Work requiring knowledge of an advanced type in a field or science or learning customarily acquired by a 
prolonged course of specialized intellectual instruction and  study, as distinguished from a general academic education and from 
an apprenticeship, and from training in the performance of routine mental, manual, or physical processes, or work that is an 
essential part of or necessarily incident to any of the  above work; or  	
(ii)  	Work that is original and creative in character in a recognized field of artistic endeavor (as opposed to work 
which can be produced by a person endowed with general manual or intellectual ability and training), and the result of which de- 
pends primarily on the invention, imagination, or talent of the employee or work that is an essential part of or necessarily incident 
to any of the above work;  and 	
(iii)  	Whose work is predominantly intellectual and varied in character (as opposed to routine mental, manual, 
mechanical, or physical work) and is of such character that the output produced or the result accomplished cannot be standardized 
in relation to a given period of  time.  	
(c) 	Who customarily and regularly exercises discretion and independent judgment in the performance of duties set 
forth in paragraphs (a) and  (b). 	
(d) 	Who earns a monthly salary equivalent to no less than two (2) times the state minimum wage for full -time 
employment. Full -time employment is defined in Labor Code Section 515(c) as 40 hours per  week.  	
(e) 	Subparagraph  (b) above  is intended  to be  construed  in accordance  with the  following  provisions  of federal  law  as 
they existed as of the date of this wage order: 29 C.F.R.  Sections 541.207, 541.301(a)-(d), 541.302, 541.306, 541.307, 541.308, 
and 541.310.  	
(f) 	Notwithstanding  the provisions  of  this  subparagraph,  pharmacists  employed  to  engage  in the  practice  of  pharmacy, 
and  registered  nurses employed  to  engage  in the  practice  of  nursing,  shall  not  be  considered  exempt professional  employees,  nor 
shall they be considered exempt  from coverage for the purposes of this subparagraph unless they individually meet the criteria 
established for exemption as  executive or administrative  employees. 	
(g) 	Subparagraph (f)  above, shall not apply to the following advanced practice  nurses: 
(i) 	Certified nurse midwives who are primarily engaged in performing duties for which certification is required 
pursuant to Article 2.5 (commencing with Section 2746) of Chapter 6 of Division 2 of the Business and Professions  Code.  	
(ii) 	Certified nurse anesthetists who are primarily engaged in performing duties for which certification is required 
pursuant to Article 7 (commencing with Section 2825) of Chapter 6 of Division 2 of the Business and Professions  Code.  	
(iii) 	Certified  nurse practitioners  who  are  primarily  engaged  in performing  duties  for  which  certification  is required 
pursuant to Article 8 (commencing with Section 2834) of Chapter 6 of Division 2 of the Business and Professions  Code.  	
(iv) 	Nothing in this subparagraph shall exempt the occupations set forth in clauses (i), (ii), and (iii) from meeting 
the requirements of subsection 1(A)(3)(a) -(d) above.  	
(h) 	Except, as  provided  in  subparagraph (i),  an  employee  in the  computer  software  field who is  paid  on an  hourly  
basis shall be exempt,  if all of the following  apply: 	
(i) 	The  employee  is primarily  engaged  in work  that  is  intellectual  or  creative  and requires  the  exercise  of  discretion 
and independent  judgment.  	
(ii) 	The employee is primarily engaged in duties that consist of one or more of the  following: 
—The application of systems analysis techniques and procedures, including consulting with users, to 
determine hardware, software, or system functional specifications.  
—The design, development, documentation, analysis, creation, testing, or modification of computer systems 
or programs, including prototypes, based on and related to user or system design specifications.  
—The documentation, testing, creation, or modification of computer programs related to the design of 
software or hardware for computer operating systems.  	
(iii) 	The  employee  is highly  skilled  and  is proficient  in  the  theoretical  and  practical  application  of highly  specialized 
information to computer systems analysis, programming, and software engineering. A job title shall not be determinative of the 
applicability of this exemption.  	
(iv) 	The  employee’s hourly rate of pay is not less than forty -one  dollars ($41.00) . The Office of Policy, Research 
and Legislation shall adjust this  pay rate on October 1 of each year to be effective on January 1 of the following year by an amount  
equal  to the  percentage  increase in the  California  Consumer  Price  Index  for Urban  Wage Earners  and Clerical  Workers.	
1 	
(i) 	The exemption provided in subparagraph (h) does not apply to an employee if  any of the following apply: 
(i) 	The  employee  is  a  trainee  or employee  in an  entry -level  position  who is learning  to  become  proficient  
in  the  theoretical and practical application of highly specialized information to computer systems analysis, programming, 
and software engineering.  	
 	1 Pursuant to Labor Code section 515.5, subdivision (a)(4), the Office of the Director -  Research,  Department of Industrial 
Relations, has adjusted the minimum hourly rate of pay specified in this subdivision to be $49.77 effective January 1, 2007. This 
hourly rate of pay is adjusted on October 1 of each year to be effective on January 1, of the following year, and may be obtain ed 
at  https://www.dir.ca.gov/oprl/ComputerSoftware.htm	
 or by mail from the Department of Industrial Relations.

—	4 	 	
(ii) 	The employee is in a computer -related occupation but has not attained the  level of skill and expertise 
necessary to work independently and without close  supervision. 	
(iii) 	The employee is engaged in the operation of computers or in the manufacture, repair, or maintenance of 
computer hardware and related  equipment. 	
(iv) 	The  employee  is an  engineer,  drafter,  machinist,  or  other  professional  whose work is highly  dependent  upon 
or facilitated by  the use of computers and computer software programs and who is skilled in computer -aided design software, 
including CAD/CAM, but who is not in a computer systems analysis or programming  occupation. 	
(v) 	The employee is a writer engaged in writing material, including box  labels, product descriptions, 
documentation, promotional material, setup and installation instructions, and other similar written information, either for print or for 
on screen media or who writes or provides content material intended to be read by  customers, subscribers, or visitors to computer-
related media such as the World Wide  Web or CD-ROMs.  	
(vi) 	The employee is engaged in any of the activities set forth in subparagraph (h) for the purpose of creating 
imagery for effects used in the motion picture, television, or theatrical  industry.  	
(B) 	Except  as  provided  in Sections  1,  2,  4,  10,  and  20, the  provisions  of  this  order  shall  not  apply  to  any  employees  directly 
employed by the State or any political subdivision thereof, including any  city, county,  or special  district.  	
(C) 	The provisions of this order shall not apply to outside  salespersons. 	
(D) 	Provisions of this order shall not apply to any individual who is the parent, spouse, child, or legally adopted child of the 
employer.  	
(E) 	The provisions of this order shall not apply to any individual participating in a national service program, such as 
AmeriCorps, carried out using assistance provided under Section 12571 of Title 42 of the United States Code. (See Stats. 2000, 
C h. 365, amending California Labor Code Section  1171.) 	
2. DEFINITIONS  	
(A) 	An “alternative workweek schedule” means any regularly scheduled workweek requiring an employee to work more than 
eight (8) hours in a 24- hour period.  	
(B) 	“Commission” means the Industrial Welfare Commission of the State of  California.  	
(C) 	“Division” means the Division of Labor Standards Enforcement of the State of  California.  	
(D) 	“Employ” means to engage,  suffer, or permit to  work. 	
(E) 	“Employee” means any person employed  by an  employer.  	
(F) 	“Employer” means any person as defined in Section 18 of the Labor Code, who directly or indirectly, or through an agent 
or any other person, employs or exercises control  over the wages, hours, or working conditions of any  person.  	
(G) 	“Hours worked” means the time during which an employee is subject to the control of an employer,  and includes all the 
time the employee is suffered or permitted to work, whether or not required to do  so. 	
(H)  	“Manufacturing Industry” means any industry, business, or establishment operated for the purpose of preparing, produc - 
ing, making, altering, repairing, finishing, processing, inspecting, handling, assembling, wrapping, bottling, or packaging goods, 
articl es, or commodities, in whole or in part; EXCEPT when such activities are covered  by Orders in the: Canning, Preserving, and 
Freezing Industry; Industries Handling Products After Harvest; Industries Preparing Agricultural Products for Market, on the Farm; 
o r Motion Picture  Industry. 	
(I) 	“Minor” means, for the purpose of this  Order, any person under the age of 18  years. 	
(J) 	“Outside  salesperson”  means  any  person,  18  years  of  age  or  over,  who  customarily  and  regularly  works  more  than  half the 
working time away  from the employer’s  place of business selling tangible or intangible items or obtaining orders or contracts for 
products, services or use of  facilities.  	
(K) 	“Primarily” as used in Section 1, Applicability, means more than one- half the employee’s  work time.  	
(L) 	“Shift” means designated hours of work  by an employee, with a designated beginning time and quitting  time. 	
(M) 	“Split shift” means a work schedule, which is interrupted  by non- paid non- working periods established by  the employer, 
other than bona fide rest or meal  periods.  	
(N) 	“Teaching” means, for the purpose of Section 1 of this order, the profession of teaching under a certificate from  the Com - 
mission for  Teacher Preparation and Licensing or teaching in an accredited college or  university.  	
(O) 	“Wages” includes all amounts for labor performed by  employees of every description, whether the amount is fixed or as - 
certained by  the standard of time, task, piece, commission basis, or other method of  calculation.  	
(P) 	“Workday” and “day” means any consecutive 24- hour period beginning at the same time each calendar  day. 	
(Q)  	“Workweek” and “week” means any seven  (7) consecutive days, starting with the same calendar day  each week. “Work- 
week” is a fixed and regularly recurring period of 168 hours,  seven (7) consecutive 24- hour periods.	
 	
3.  HOURS AND DAYS  OF WORK  	
(A) 	Daily Overtime -General  Provisions  
(1) 	The following overtime provisions are applicable to employees 18 years of age or  over and to employees 16 or 17 
years of age who are not required  by law to attend school and are not otherwise prohibited  by law from engaging in the subject 
work.  Such  employees  shall  not be  employed  more than  eight (8)  hours  in  any  workday  or  more  than  40  in a  workweek  unless  the 
employee receives one and one half ( 1	
1/2) times such 
employee’s regular rate of pay for all hours worked  over 40 hours in the 
workweek.  Eight  (8) hours  of labor  constitutes  a  day’s  work.  Employment  beyond eight (8)  hours in  any  workday  or  more than six 
(6) days in any workweek is permissible provided the employee is compensated for such overtime at not less than : 	
(a) 	One and one- half (1	1/2) times the employee’s regular rate of  pay for all hours worked in excess of eight (8)  hours
 	
up to and including twelve (12) hours in any  workday, and for the first eight (8) hours worked on the seventh (7th) consecutive  day of work 
in a workweek; and	
 	
(b)  	Double the  employee’s  regular rate of pay for all hours worked in excess of 12 hours in any workday and for all

—	5 	 	
hours worked in excess of eight (8) hours on the seventh (7th) consecutive day of work in a  workweek. 	
(c) 	The overtime rate of compensation required to be paid to a nonexempt full -time salaried employee shall  be 
computed by  using the employee’s  regular hourly salary as one fortieth (1/40) of the  employee’s weekly salary.  	
(2) 	The provisions of this section are not applicable to employees whose hours of  service:  
(a) 	The  United  States Department  of  Transportation  Code of Federal  Regulations,  Title  49,  Sections  395.1  to 395.13,   
Hours of Service of Drivers; or  	
(b) 	Title  13  of the  California  Code of Regulations,  subchapter  6.5,  Section  1200 and the following  sections, regulating 
hours of  drivers.  	
(B) 	Alternative  Workweeks  
(1) 	No employer shall be deemed to  have violated the daily overtime provisions  by instituting, pursuant to the election 
procedures set forth in this wage  order, a regularly scheduled alternative workweek schedule of not more than ten (10) hours per 
day  within a 40 hour workweek without the payment of an overtime rate of compensation. All work performed in any workday 
beyond the schedule established by  the agreement up to 12 hours a day or beyond 40 hours per week shall be paid at one and 
one- half (1
1/2) times the employee’s regular rate of pay. 
All work performed in excess of 12 hours per  day and any work in excess 
of eight  (8) hours on those  days worked beyond the regularly scheduled number of workdays established  by the alternative 
workweek agreement shall be paid at double the employee’s  regular rate of pay. Any alternative workweek agreement adopted 
pursuant to this section shall provide for not less than four (4) hours of work in any shift. Nothing in this section shall prohibit an 
employer,  at the request of the employee, to substitute one day  of work for another day of the same length in the shift provided by 
the alternative workweek agreement on an occasional basis to meet the personal needs of the employee without the payment of 
overtime.  No hours paid at either one and one
-half (1	
1/2) or double the regular rate  of   pay shall be included in determining when 
40 hours  have been worked for the purpose of computing overtime  compensation. 	
(2) 	Any agreement adopted pursuant to this section shall provide not less than two (2) consecutive  days off within a 
workweek.  	
(3) 	If an employer,  whose employees have  adopted an alternative workweek agreement permitted by this order requires 
an  employee to  work fewer  hours  than  those  that are  regularly  scheduled  by the  agreement,  the  employer  shall  pay  the  employee  
overtime  compensation  at  a  rate  of one  and one- half (1	
1/2)  times  the  employee’s  regular  rate  of pay  for  all  hours  worked  in  excess  of
 
eight  (8)  hours,  and  double  the employee’s  regular  rate of pay  for  all  hours  worked in  excess  of 12  hours  for  the  day the  employee 
is required to work the reduced hours.  	
(4) 	An  employer  shall  not  reduce  an employee’s  regular  rate  of hourly  pay  as  a  result  of  the  adoption,  repeal  or  nullification 
of an alternative workweek  schedule.  	
(5) 	An employer shall explore any available reasonable alternative means of accommodating the religious belief or 
observance of an affected employee that conflicts with an adopted alternative workweek schedule, in the manner provided by 
subdivision (j) of Section 12940 of the Government Code.  	
(6) 	An employer shall make a reasonable effort to find a work schedule not to exceed eight (8) hours in a  workday, in 
order  to  accommodate  any affected  employee  who was  eligible  to vote  in an  election  authorized  by this  section  and who  is  unable 
to work the alternative workweek schedule established as the result of that  election.  	
(7) 	An employer shall be permitted, but not required, to provide a work schedule not to exceed eight (8) hours in a workday 
to accommodate any employee who is hired after the date of the election and who is unable to work the alternative workweek 
schedule established by  the election. 	
(8) 	Arrangements adopted in a secret ballot election held pursuant to this order prior to 1998, or under the rules in effect 
prior  to  1998,  and  before  the performance  of the  work,  shall  remain  valid after  July  1,  2000  provided  that the  results  of  the  election 
are reported by the employer to the Office of Policy, Research and Legislation  by January 1, 2001, in accordance with the 
requirements of subsection (C) below (Election Procedures). If an employee was voluntarily working an alternative workweek 
schedule of not more than ten (10) hours a day as of July 1, 2000, that alternative workweek schedule was based on an individual 
agreement made after January 1, 1998 between the employee and employer,  and the employee submitted, and the employer 
approved, a written request on or before May  30, 2000 to continue the agreement, the employee may continue to work that  
alternative  workweek schedule  without payment  of  an  overtime  rate of compensation  for the  hours  provided  in the  agreement. The 
employee  may revoke his or her voluntary authorization to continue such a schedule with 30 days  written notice to the employer. 
New arrangements can only be entered into pursuant to the provisions of this  section.  	
(C) 	Election  Procedures  
Election procedures for the adoption and repeal of alternative workweek schedules require the following:  
(1) 	Each proposal for an alternative workweek schedule shall be in the form of a written agreement proposed  by the 
employer. The proposed agreement must designate a regularly scheduled alternative workweek in which the specified number  of 
work  days  and  work  hours  are regularly  recurring.  The  actual  days worked  within that  alternative  workweek schedule  need not be 
specified.  The  employer  may  propose  a single  work  schedule  that would  become  the standard  schedule  for workers  in  the  work  unit, 
or  a menu of work  schedule options, from  which  each employee in  the unit would  be entitled to choose.  If the employer  proposes 
a menu of work schedule options, the employee  may, with the approval of the  employer, move from one menu option to  another. 	
(2) 	In order to be valid, the proposed alternative workweek schedule must be adopted in a secret ballot election, before 
the performance of work, by at least a two- thirds (2/3) vote of the affected employees in the work unit. The election shall be held 
during regular working hours at the employees’ work site. For  purposes of this subsection, “affected employees in the work unit” 
may  include  all  employees  in  a  readily  identifiable  work unit,  such  as  a  division,  a  department,  a  job  classification,  a  shift,  a  separate 
physical  location,  or  a  recognized  subdivision  of any  such  work  unit.  A  work  unit  may  consist  of  an  individual  employee  as long  as 
the criteria for an identifiable work unit in this subsection is met. Prior to the secret ballot vote, any employer who proposed to institute 
an alternative workweek schedule shall have made a disclosure in writing to the affected employees, including the effects of the 
proposed arrangement on the employees’ wages, hours, and benefits. Such a disclosure shall include meeting(s), duly noticed, 
held at least 14 days  prior to voting, for the specific purpose of discussing the eff ects of the alternative workweek schedule. An

—	6 	 	
employer shall provide that disclosure in a non-English language, as  well  as  in  English,  if  at  least  five (5)  percent  of  the  affected  
employees  primarily  speak  that  non- English language.  The  employer  shall  mail  the  written  disclosure  to  employees who  do not 
attend the meeting.  Failure to  comply with  this paragraph shall make the election null and void.  	
(3) 	Any election to establish or repeal an alternative workweek schedule shall be held at the work site of the affected 
employees. The employer shall bear the costs of conducting any election held pursuant to this section. Upon a complaint  by an 
affected  employee,  and after an investigation by  the Labor Commissioner, the Labor Commissioner may  require the employer to 
select a neutral third party to conduct the  election. 	
(4) 	Any type of alternative workweek schedule that is authorized by  the Labor Code may be repealed by the affected 
employees.  Upon  a petition  of one- third  (1/3) of  the  affected  employees,  a  new  secret  ballot  election  shall be  held  and a  two -thirds 
(2/3) vote of the affected employees shall be required to reverse the alternative workweek schedule. The election to repeal the 
alternative  workweek schedule  shall be held  not more  than  30 days  after  the  petition  is submitted to  the employer,  except that  the 
election shall be held not less than 12 months after the date that the same group of employees voted in an election held to  adopt 
or repeal an alternative workweek schedule. The election shall take place during regular working hours at the employees’ work  
site. If the alternative workweek schedule is revoked,  the employer shall comply within 60 days. Upon proper showing of undue 
hardship, the Division of Labor Standards Enforcement  may grant an extension of time for  compliance.  	
(5) 	Only secret ballots  may be cast  by affected employees in the work unit at any election held pursuant to this section. 
The results of any election conducted pursuant to this section shall be reported  by the employer to the Office of Policy, Research 
and Legislation within 30 days after the results are final, and the report of election results shall be a public document. The report 
shall include the final tally of the vote, the size of the unit, and the nature of the business of the  employer. 	
(6) 	Employees  affected  by a  change  in the  work  hours  resulting  from the  adoption  of an  alternative  workweek schedule  may 
not be required to work those new work hours for at least 30  days after the announcement of the final results of the  election. 	
(7) 	Employers shall not intimidate or coerce employees to vote either in support of or in opposition to a proposed 
alternative workweek. No employees shall be discharged or discriminated against for expressing opinions concerning the 
alternative workweek elect ion or for opposing or supporting its adoption or repeal.  However, nothing in this section shall prohibit 
an employer from expressing his/her position concerning that alternative workweek to the affected employees. A violation of   this 
paragraph shall be  subject to Labor Code Section 98 et  seq.  	
(D) 	One  and  one- half (1	1/2)  times  a  minor’s  regular  rate  of pay  shall  be  paid  for  all  work  over  40  hours  in  any  workweek  except
 
minors  16 or 17 years  old  who  are not required by  law  to attend school  and  may  therefore be employed for  the same hours  as an 
adult are subject to subsection (A) or (B) and (C)  above.  	
(VIOLATIONS  OF CHILD LABOR  LAWS are subject to civil penalties of from $500 to $10,000 as well as to criminal 
penalties. Refer to California Labor Code sections 1285 to 1312 and 1390 to 1399 for additional restrictions on the 
employment of minors and for descriptions of criminal and civil penalties for violation of the child labor laws.  Employers 
should ask school districts about any required work  permits.)  
(E) 	An employee  may be  employed  on seven (7)  workdays in  one  workweek  when  the total  hours  of  employment  during such 
workweek do not exceed 30 and the total hours of employment in any one workday thereof do not exceed six  (6).  	
(F) 	The provisions of Labor Code Sections 551 and 552 regarding one (1)  day’s rest in seven  (7) shall not be construed to 
prevent an accumulation of days of rest when the nature of the employment reasonably requires the employee to work seven (7) 
or more consecutive days; provided, however, that in each calendar month, the employee shall receive the equivalent of one (1) 
day’s  rest in  seven (7).  	
(G) 	If a meal period occurs on a shift beginning or ending at or between the hours of 10  p.m. and 6 a.m., facilities shall be 
available for securing hot food and drink or for heating food or drink, and a suitable sheltered place shall be provided in w hich to 
consume such food or  drink.  	
(H) 	Except as provided in subsections (D) and (F), this section shall not apply to any employee covered by a valid collective 
bargaining agreement if the agreement expressly provides for the wages, hours of work, and working conditions of the employees, 
and if  the agreement provides premium wage rates for all overtime hours worked and a regular hourly rate of  pay for those 
employees of not less than 30 percent more than the state minimum  wage.  	
(I) 	Notwithstanding subsection (H)  above, where the employer and a labor organization representing employees of the 
employer  have entered into a valid collective bargaining agreement pertaining to the hours of work of the employees, the 
requirement regarding the equivalent of one (1)  day’s rest in  seven (7) (see section (F) above) shall  apply,  unless  the agreement 
expressly provides  otherwise.  	
(J) 	If an employer approves a written request of an employee to make up work time that is or would be lost as a result of a 
personal obligation of the employee, the hours of that makeup work time, if performed in the same workweek in which the work 
time was lo st, may  not be counted toward computing the total number of hours worked in a day  for purposes of the overtime 
requirements, except for hours in excess of 11 hours of work in one (1) day  or 40 hours of work in one (1) workweek. If an employee 
knows in advance that he or she will be requesting makeup time for a personal obligation that will recur at a fixed time  over a 
succession of weeks, the employee may request to make up work time for up to four (4) weeks in advance; provided, however, 
that the make up work must be performed in the same week that the work time was lost. An employee    shall provide a signed 
written request for each occasion that the employee makes a request to make up work time pursuant to this subsection. While an 
employer  may inform an employee of this makeup time option, the employer is prohibited from encouraging or otherwise soliciting 
an employee to request the employer’s  approval to take personal time off and make up the work hours within the same workweek 
pursuant to this  subsection.  	
4. MINIMUM  WAGES 
(A) 	Every employer shall pay to each employee wages not less than the following:  	
(1) 	 All employers, regardless of the number of employees, shall pay to each employee:  
(a)   Sixteen dollars ($16)  per hour for all hours worked, effective January 1, 2024 , and

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(b)  F ifteen dollars and fifty cents ($15.50) per hour for all hours worked, effective January 1, 2023. 	
(2) 	 Prior to January 1, 2023, any employer who employs 26 or more employees shall pay to each employee wages not less than 
the following:  
(a)  Fifteen dollars ($15.00) per hour for all hours worked, effective January 1, 2022, and 
(b)  Fourteen dollars ($14.00) per hour for all hours worked,  effective January 1, 2021. 	
(3) 	 Prior to January 1, 2023, any employer who employs 25 or fewer employees shall pay to each employee wages not less 
than the following: 
(a)     Fourteen dollars ($14.00) per hour for all hours worked, effective January 1, 2022, and 
(b)  Thirteen dollars ($13.00) per hour for all hours worked, effective January 1, 2021. 
Employees treated as employed by a single qualified taxpayer pursuant to Revenue and Taxation Code section 23626 are 
treated as employees of that single taxpayer. LEARNERS: Employees during their first 160 hours of employment in occupations 
in which they have no previous similar or related experience, may be paid not less than 85 percent of the minimum wage 
rounded to the nearest nickel.  
(B)  Every employer shall pay to each employee, on the established payday for the period involved, not less than the applicable 
minimum wage for all hours worked in the payroll period, whether the remuneration is measured by time, piece, commission, or  
otherwise.  
(C) When  an  employee  works a  split  shift,  one hour’s  pay  at  the  minimum  wage  shall be paid  in addition  to the  minimum  wage 
for that  workday,  except when the employee resides at the place of  employment.  
(D)  The provisions of this  section shall not apply to apprentices regularly indentured under the State Division of Apprenticeship 
Standards.  	
5. REPORTING TIME  PAY  	
(A) Each workday an employee is required to report for work and does report, but is not put to work or is furnished less than 
half said employee’s usual or scheduled day’s  work, the employee shall be paid for half the usual or scheduled day’s  work, but in 
no  event  for less than two (2) hours nor more than four (4) hours, at the employee’s  regular rate of pay, which shall not be less 
than the minimum  wage.  
(B)  If an employee is required to report for work a second time in any one workday and is furnished less than two hours of 
work on the second reporting, said employee shall be paid for two (2) hours at the  employee’s regular rate of pay, which shall not 
be less than the minimum  wage.  
(C) The foregoing reporting time  pay provisions are not applicable when:  	
(1) 	Operations cannot commence or continue due to threats to employees or property; or when recommended by civil 
authorities;  or  	
(2)  	Public  utilities  fail  to  supply  electricity,  water, or gas,  or  there  is a failure  in the  public  utilities,  or  sewer  system;  or  	
(3)  	The interruption of work is caused  by an Act of God or other cause not within the  employer’s control. 
(D)  This  section  shall not  apply  to  an  employee  on paid  standby  status  who  is  called  to  perform  assigned  work at  a  time other 
than the  employee’s  scheduled reporting  time. 	
6. LICENSES FOR DISABLED  WORKERS 	
(A) A license  may  be  issued  by the  Division  authorizing  employment  of  a  person  whose earning  capacity  is  impaired  by physical 
disability or mental deficiency at less than the minimum wage. Such licenses shall be granted only upon joint application of 
employer and employee and employee’s representative if  any.  
(B)  A special license may  be issued to a nonprofit organization such as a sheltered workshop or rehabilitation facility fixing 
special minimum rates to enable the employment of such persons without requiring individual licenses of such  employees. 
(C)  All such licenses and special licenses shall be renewed on a yearly basis or more frequently at the  discretion of the 
Division.  
(See California Labor Code, Sections 1191 and 1191.5)  	
7. RECORDS 	
(A) Every employer shall keep accurate information with respect to each employee including the  following: 
(1) Full name, home address, occupation and social security  number.  
(2)  Birth date,  if under 18 years, and designation as a minor.   
(3)  Time records showing when the employee begins and ends each work period. Meal periods, split shift intervals and total 
daily hours worked shall also be recorded. Meal periods during which operations cease and authorized rest periods need not be 
recorded.  
(4)  Total wages paid each payroll period, including value of board, lodging, or other compensation actually furnished to the 
employee.  
(5)  Total hours worked in the payroll period and applicable rates of pay. This information shall be made readily available to 
the employee upon reasonable request.  
(6)  When a piece rate or incentive plan is in operation, piece rates or an explanation of the incentive plan formula shall be 
provided to employees. An accurate production record shall be maintained by the employer . 
(B)  Every employer shall semimonthly or at the time of each payment of wages furnish  each employee, either as a detachable 
part of the check, draft, or voucher paying the employee’s wages, or separately, an itemized statement in writing showing: (1) all 
deductions; (2) the inclusive dates of the period for which the employee is paid; (3) the name of the employee or the employee’s 
social security number; and (4) the name of the employer, provided all deductions made on written orders of the employee may 
be aggregated and shown as one item.  
(C)  All required records shall be in the English language and in ink or other indelible form, properly dated, showing month, 
day, and year and shall be kept on file by the employer for at least three (3) years at the place of employment or at a centr al

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location within the State of California. An employee’s records shall be available for inspection by the employee upon reasonable 
request. 
(D) Clocks shall be provided in all major work areas or within reasonable distance thereto insofar as  practicable.  
8. CASH  SHORTAGE  AND BREAKAGE  	
No employer  shall  make  any  deduction  from the  wage  or require  any reimbursement  from  an  employee  for any  cash  shortage, 
breakage,  or  loss  of  equipment,  unless  it  can  be shown  that the  shortage,  breakage,  or  loss  is  caused  by a  dishonest  or  willful  act, 
or by  the gross negligence of the employee.  	
9. UNIFORMS AND  EQUIPMENT 	
(A) When uniforms are required  by the employer to be worn by  the employee as a condition of employment, such uniforms 
shall be provided and maintained by  the employer.  The term “uniform” includes wearing apparel and accessories of distinctive 
design or  color.  
NOTE: This section shall not apply to protective apparel regulated by the Occupational Safety and Health Standards Board.  
(B)  When  tools or  equipment  are  required  by the  employer  or  are  necessary  to  the  performance  of a  job,  such  tools  and  equipment 
shall be provided and maintained  by the  employer,  except that an employee whose wages are at least two (2) times the minimum 
wage  provided  herein may be  required  to provide  and maintain  hand tools and  equipment  customarily  required  by the  trade  or craft. 
This subsection (B) shall not apply to apprentices regularly indentured under the State Division of Apprenticeship  Standards. 
NOTE:  This  section  shall not apply  to  protective  equipment  and  safety  devices  on tools  regulated  by the Occupational  Safety 
and Health Standards Board.  
(C)  A reasonable deposit may  be required as security for the return of the items furnished by  the employer under provisions 
of  subsection  (A) and  (B) of  this  section  upon  issuance  of  a  receipt  to  the  employee  for such  deposit.  Such  deposits  shall  be  made 
pursuant to Section 400 and following of the Labor Code or an employer with the prior written authorization of the employee  may 
deduct from the employee’s last check the cost of an item furnished pursuant to subsections (A) and (B) above in the event said 
item is not returned. No deduction shall be made at any time for normal wear and tear. The employee upon completion of the job 
shall return all items furnished  by the employer.  	
10. MEALS  AND LODGING 	
(A)  “Meal” means an adequate, well -balanced serving of a variety of wholesome, nutritious  foods.  
(B)  “Lodging” means living accommodations available to the employee for full -time occupancy, which are adequate, decent, 
and sanitary according to usual and  customary standards. Employees shall not be required to share a  bed. 
(C)  Meals or lodging may not be credited against the minimum wage without a voluntary written agreement between the 
employer and the  employee. When credit for meals or lodging is used to meet part of the employer’s minimum wage obligation, 
the amounts so credited may not be more than the following:  
 
(D)  Meals evaluated, as part of the minimum wage must be bona fide meals  consistent with the employee’s work shift. 
Deductions shall not be made for meals not received or lodging not  used.  
(E) If, as a condition of employment, the employee must live at the place of employment or occupy quarters owned or under 
the control of the  employer, then the employer  may not charge rent in excess of the values listed  herein. 	
11. MEAL  PERIODS  	
(A) No employer shall employ any person for a work period of more than five (5) hours without a meal period of not less than 
30 minutes, except that when a work period of not more than six (6) hours will complete the  day’s work the meal period  may be 
waived  by mutual consent of the employer and employee. In the case of employees covered by a valid collective bargaining 
agreement, the parties to the collective bargaining agreement may  agree to a meal period that commences after no more than six 
(6) hours of  work . 	
EFFECTIVE:	  	JANUARY 1, 202	1 	JANUARY 1, 202	2 	JANUARY 1, 	202	3 	JANUARY 1, 	202	4 	For an employer who employs:	 	26 or	 	More Employees  	25 or Fewer  Employees 	26 or	 	More Employees	 	25 or 	 	Fewer  
Employees  	All Employers regardless of 
number of 
Employees	 	
All Employers regardless of number of 
Employees	 	
LODGING	 	 	 	 	 	 	 	
Room occupied alone	 	$65.83	 	/week  	$61.13	 	/week 	$70.53	 	/week 	$65.83	 	/week 	$72.88	 	/week 	$75.23	 	/week 	
Room shared	 	$54.34	 	/week 	$50.46	 	/week 	$58.22	 	/week 	$54.34	 	/week 	$60.16	 	/week 	$62.10	 	/week 	
Apartment 	? two thirds (2/3) of the ordinary 	rental value, and in no  event more than: 	$790.67	 	/month 	$734.21	 	/month 	$847.12	 	/month 	$790.67	 	/month 	$875.33	 	/month 	$903.60	 	/month 	
Where a 	couple are both employed by the 	employer, two thirds (2/3) of the ordinary rental value, and in no event more than:	 	
$1,169.59	 	/month 	$1,086.07	 	/month 	$1,253.10	 	/month 	$1,169.59	 	/month 	$1,294.83	 	/month 	$1,336.65	 	/month 	
MEALS	 	 	 	 	 	 	 	
Breakfast	  	$5.06	 	$4.70	 	$5.42	 	$5.06	 	$5.	60 	$5.	78 	
Lunch	 	$6.97	 	$6.47	 	$7.47	 	$6.97	 	$7.	72 	$7.	97 	
Dinner	 	$9.35	 	$8.68	 	$10.02	 	$9.35	 	$10.	35 	$10.	68

—	9 	 	
(B) An employer  may not employ an employee for a work period of more than ten (10) hours per day without providing the 
employee with a second meal period of not less than 30 minutes, except that if the total hours worked is no more than 12 hour s, 
the second meal period  may be waived  by mutual consent of the employer and the employee only if the first meal period was  not  
waived.  
(C)  Unless the employee is relieved of all duty during a 30 minute meal period, the meal period shall be considered an “on 
duty” meal period and counted as time worked. An “on duty” meal period shall be permitted only when the nature of the work 
prevents an em ployee from being relieved of all duty and when by written agreement between the parties an on- the-job paid meal 
period is agreed to. The written agreement shall state that the employee may, in writing, revoke the agreement at any time.   
(D)  If an employer fails to provide an employee a meal period in accordance with the applicable provisions of this order, the 
employer shall pay the employee one (1) hour of pay at the employee’s regular rate of compensation for each work day that the 
meal per iod is not provided.  
(E)  In all places of employment where employees are required to eat on the premises, a suitable place for that purpose shall 
be designated.  	
12. REST  PERIODS  	
(A) Every employer shall authorize and permit all employees to take rest periods, which insofar as practicable shall be in the 
middle of each work period. The authorized rest period time shall be based on the total hours worked daily at the rate of ten (10) 
minutes net rest time per four (4) hours or major fraction  thereof. 
However,  a  rest  period  need not  be  authorized  for employees  whose  total daily  work  time  is  less  than  three  and one- half (3	
1/2) 
hours. Authorized rest period time shall be  counted as hours worked for which there shall be no deduction from  wages.  
(B)  If an employer fails to provide an employee a rest period in accordance with the applicable provisions of this order,  the 
employer shall  pay the employee one (1) hour of  pay at the  employee’s  regular rate of compensation for each work  day that the 
rest period is not  provided.  	
13. CHANGE ROOMS AND RESTING  FACILITIES  	
(A) Employers  shall  provide  suitable  lockers, closets,  or  equivalent  for  the  safekeeping  of employees’  outer  clothing  during 
working  hours, and  when  required,  for  their  work  clothing  during non-working  hours. When  the occupation  requires a  change  of 
clothing, change  rooms or  equivalent  space  shall  be  provided  in order  that  employees  may  change  their clothing  in  reasonable  
privacy  and comfort. These rooms or spaces  may be adjacent to but shall be separate from toilet rooms and shall be kept  clean.  
NOTE:  This section shall not apply to change rooms and storage facilities regulated by the Occupational Safety and  Health 
Standards Board.  
(B)  Suitable resting facilities shall be provided in an area separate from the toilet rooms and shall be available to employees 
during work hours.  	
14. SEATS  	
(A) All working employees shall be provided with suitable seats when the nature of the work reasonably permits the use of 
seats.  
(B)  When employees are not engaged in the active duties of their employment and the nature of the work requires standing, 
an adequate number of suitable seats shall be placed in reasonable proximity to the work area and employees shall be permitted 
to use such  seats when it does not interfere with the performance of their  duties.  	
15. TEMPERATURE  	
(A) The temperature maintained in each work area shall provide reasonable comfort consistent with industry -wide standards 
for the nature of the process and the work  performed. 
(B)  If excessive heat or humidity is created by  the work process, the employer shall take all feasible means to reduce such 
excessive  heat  or  humidity  to  a  degree  providing  reasonable  comfort. Where  the nature  of the  employment  requires  a  temperature 
of  less  than  60° F.,  a  heated  room shall  be  provided  to which  employees  may  retire  for  warmth,  and  such  room  shall  be  maintained 
at not less than  68°. 
(C) A temperature of  not  less  than  68° shall  be  maintained  in the  toilet  rooms,  resting  rooms, and  change  rooms during hours 
of  use.  
(D)  Federal and State energy guidelines shall prevail  over any conflicting provision of this  section.  	
16. ELEVATORS  	
Adequate elevator, escalator  or similar service consistent with industry -wide standards for the nature of the process and the 
work performed shall be provided when employees are employed four floors or more above or below ground level.  	
17. EXEMPTIONS 	
If, in  the  opinion  of the  Division  after  due  investigation,  it  is  found  that the  enforcement  of  any  provision  contained  in Section  7, 
Records;  Section  12, Rest  Periods;  Section  13, Change  Rooms and  Resting  Facilities;  Section  14, Seats;  Section  15, Temperature; 
or  Section  16, Elevators,  would not materially  affect  the  welfare  or comfort  of  employees  and  would  work an  undue  hardship  on the 
employer,  exemption  may be  made  at the  discretion  of the  Division.  Such  exemptions  shall  be in writing  to  be  effective  and may be 
revoked  after reasonable notice is given in writing. Application for exemption shall be made  by the employer or  by the employee 
and/or  the  employee’s  representative  to the  Division  in  writing.  A  copy  of  the  application  shall be  posted  at  the  place  of  employment 
at the time the application is filed with the  Division. 	
18. FILING REPORTS  	
(See California Labor Code, Section 1174(a))

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19. INSPECTION  	
(See California Labor Code, Section 1174)  	
20. PENALTIES	 	
(See California Labor Code, Section 1199)  
(A)  In addition  to any  other  civil  penalties  provided by  law,  any  employer  or  any  other  person acting  on behalf of  the employer 
who violates, or causes to be violated, the provisions of this order, shall be subject to the civil penalty  of: 
(1)  Initial  Violation —  $50.00 for  each  underpaid  employee for  each  pay period  during which  the  employee  was underpaid 
in addition to the amount which is sufficient to recover unpaid  wages. 
(2) Subsequent Violations  — $100.00 for each underpaid employee for each pay period during which the employee was 
underpaid in addition to an amount which is sufficient to recover unpaid  wages. 	
(1) 	The affected employee shall receive payment of all wages  recovered.  
(B)  The Labor Commissioner may  also issue citations pursuant to California Labor Code Section 1197.1 for non- payment of 
wages for overtime work in violation of this  order.  	
21. SEPARABILITY	 	
If the  application  of any  provision  of  this  order,  or any  section,  subsection,  subdivision,  sentence,  clause,  phrase,  word,  or 
portion  of this  order  should  be held  invalid  or  unconstitutional  or  unauthorized  or prohibited  by statute,  the  remaining  provisions 
thereof shall not be affected  thereby, but shall continue to be given full force and effect as if the part so held invalid or 
unconstitutional had not been included  herein. 	
22. POSTING OF  ORDER  	
Every employer  shall  keep a  copy of  this  order  posted  in an  area  frequented  by employees  where  it may  be  easily  read  during 
the  workday.  Where the location of work or other conditions make this impractical, every employer shall keep a copy of this order 
and make it available to every employee upon  request. 	
 
 
 	
QUESTIONS ABOUT ENFORCEMENT  of the Industrial Welfare 
Commission orders and reports of violations should be directed to the 
Labor Commissioner's Office. A listing of offices is on the back of this 
wage order. For the address and telephone number of the office 
nearest you, information can be found on the internet at http:// 
www.dir.ca.gov/DLSE/dlse.html or under a search for "California 
Labor Commissioner's Office" on the internet or any other directory. 
The Labor Commissioner has offices in the following cities: 
Bakersfield, El Centro, Fresno, Long Beach, Los Angeles, Oakland, 
Redding, Sacramento, Salinas, San Bernardino, San Diego, San 
Francisco, San Jose, Santa Ana, Santa Barbara, Santa Rosa, 
Stockton, Van Nuys.  	
SUMMARIES IN OTHER LANGUAGES  	
The Department  of  Industrial  Relations  will make  summaries  of  wage 
and  hour  requirements  in  this  Order  available  in  Spanish,  Chinese 
and  certain  other  languages  when  it  is  feasible  to  do  so.  Mail  your 
request for such summaries to the Department  at:  
P.O. Box 420603, San Francisco, CA  94142-0603.  	
RESUMEN EN OTROS IDIOMAS  	
El Departamento de Relaciones Industriales confeccionará un re- 
sumen sobre  los  requisitos  de  salario  y horario  de  esta  Disposición 
en español, chino y algunos otros idiomas cuando sea posible 
hacerlo. Envíe por correo su pedido por dichos resúmenes al De - 
partamento  a: P.O.  Box  420603,  San  Francisco,  CA  94142- 0603. 
    	
Department of Industrial Relations  
P.O. Box 420603  
San Francisco, CA 94142- 0603

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For further information or to file your complaints visit https://www.dir.ca.gov/dlse/dlse.html	 or  contact the State of California at the following department offices:  	 	California Labor Commissioner's Office, also known as, Division of Labor Standards Enforcement (DLSE)  	
 
 	BAKERSFIELD	 	REDDING	 	SAN JOSE	 	Labor Commissioner's 	Office/DLSE	 	Labor Commissioner's Office/DLSE	 	Labor Commissioner's Office/DLSE	 	7718 Meany Ave.	 	250 Hemsted Drive, 2nd Floor, Suite A	 	224 Airport Parkway, Suite 300	 	Bakersfield, CA 93308	 	Redding, CA 96002	 	San Jose, CA 9511	0 	661	-587	-3060	 	530	-225	-2655	 	408	-277	-1266	 	
 EL CENTRO 	 	SACRAMENTO  	 	SANTA ANA	 	Labor Commissioner's Office/DLSE	 	Labor Commissioner's Office/DLSE	 	Labor Commissioner's Office/DLSE	 	1550 W. Main St.	 	2031 Howe Ave, Suite 100	 	2 MacArthur Place Suite 800	 	El Centro, CA 92	243 	Sacramento, CA 95825	 	Santa Ana, CA 9270	7 	760	-353	-0607	 	916	-263	-1811	 	714	-558	-4910	 	
 FRESNO	 	 	SALINAS	 	 	SANTA BARBARA	 	Labor Commissioner's Office/DLSE	 	Labor Commissioner's Office/DLSE	 	Labor Commissioner's Office/DLSE	 	770 E. Shaw Ave., Suite 222	 	950 E. 	Blanco Rd., Suite 204	 	411 E. Canon Perdido, Room 3	 	Fresno, CA 93710	 	Salinas, CA 93901	 	Santa Barbara, CA 93101	 	559	-244	-5340	 	831	-443	-3041	 	805	-568	-1222	 	
LONG BEACH	 	SAN BERNARDINO	 	 	
Labor Commissioner's Office/DLSE	 	1500 Hughes Way , Suite C-202  
Long  Beach, CA 90810  
562 -590 -5048  	Labor Commissioner's Office/DLSE	 	SANTA ROSA	 	464 West 4	th Street, Room 348	 	Labor Commissioner's Office/DLSE	 	San Bernardino, CA 92401	 	50 ?D? Street, Suite 360	 	909	-383	-4334	 	Santa Rosa, CA 95404	 	 	707	-576	-2362	 	
LOS 	ANGELES	 	SAN DIEGO	 	 	
Labor Commissioner's Office/DLSE	 	Labor Commissioner's Office/DLSE	 	STOCKTON	 	320 W. Fourth St., Suite 450	 	7575 Metropolitan	 Dr., Room 210	 	Labor Commissioner's Office/DLSE	 	Los Angeles, CA 90013	 	San Diego, CA 92108	 	3021 Reynolds Ranch Parkway, Suite 160	 	213	-620	-6330	 	619	-220	-5451	 	Lodi, California 95240	 	 	 	209	-948	-7771	 	
OAKLAND	 	SAN FRANCISCO	 	 	
Labor Commissioner's Office/DLSE	 	Labor Commissioner's Office/DLSE	 	VAN NUYS	 	1515 Clay Street, Room 801	 	455 Golden Gate Ave. 10	th Floor	 	Labor 	Commissioner's Office/DLSE	 	Oakland, CA 94612	 	San Francisco, CA 94102	 	6150 Van Nuys Boulevard, Room 206	 	510	-622	-3273	 	415	-703	-5300	 	Van Nuys, CA 91401	 	 	 	818	-901	-5315	 	
OAKLAND 	– HEADQUARTERS	 	 	 	
Labor Commissioner's Office/DLSE	 	 	 	1515 Clay Street, Room 	1302	 	 	 	
Oakland, CA 94612	 	 	 	510	-285	-2118	 	 	 	[email protected]	 	 	 	
 
 
 
 
 
 
 
 
 
 
 
 
 
 	
EMPLOYERS: Do not send copies of your alternative workweek 
election ballots or election procedures.  
Only the results of the alternative workweek election  shall be mailed to:  	
 	
Department of Industrial Relations  
Office of Policy, Research and Legislation  
P.O. Box 420603  
San Francisco, CA 94142- 0603 
(415) 703- 4780 	
Prevailing Wage Hotline (415) 703-4774

Other California Labor Law Posters 4 PDFS

There are an additional 33 optional and mandatory California labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.


View all 34 California labor law posters


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While we do our best to keep our list of California labor law posters up to date and complete, we cannot be held liable for errors or omissions. Is the poster on this page out-of-date or not working? Please let us know and we will fix it ASAP.

** This Document Provided By LaborPosters.org **
Source: http://www.laborposters.org/california/29-california-iwc-wage-order-1-poster.htm