California Industrial Welfare Commission (IWC) Wage Order #11 Broadcasting Industry Poster

OFFICIAL NOTICE  	
INDUSTRIAL  WELFARE COMMISSION 
ORDER  NO. 11- 2001  
REGULATING  
WAGES,  HOURS AND WORKING CONDITIONS IN  THE 	
BROADCASTING  INDUSTRY 	
Effective January 1, 2002 as  amended 	
 	
Sections 4(A) and 10(C) amended and republished by the Department of  Industrial 
Relations, effective January 1, 2023 , 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  	
 
 
 
 
 
 
 
 
 
 
 
 
 	IWC FORM 1111 (Rev.  11- 2022) 
OSP 06  98769

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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 broadcasting industry whether paid on a time, piece rate,  commission,	 	
or other basis, except  that:  	
(A) 	 Provisions of sections 3 through 12 of this 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 or 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 therein;  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.  §§  541.102,  541.104- 111, 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 §  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  of subdivision  thereof;  in  work  directly  related  to the  academic  instruction  or training  carried 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 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 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.  §§  541.201- 205, 541.207- 208, 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  	
 	 	 	 	 	 	 	
 	 	
 	  	 	 	 	
 	
 	 	 	 	 	 	 	 	 	 	 	 	 	
 	  	 	 	 	 	 	  	 	 	 	 	 	
 	 	 	 	
INDUSTRIAL   WELFARE  COMMISSION 
ORDER  NO. 11-2001  
REGUL ATING  
WAGES,  HOURS AND  WORKING  CONDITIONS  IN  THE  	
BROADCASTING	 INDUSTRY

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(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  years at  the  place  of employment  or  at  a  central  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	 un if o rm s	 are	 requ ir ed	 b y the	 e m plo ye r	 to be	 w orn	 b y the	 e m plo yee	 as a cond it ion	 of e m plo ym ent,	 su ch	 un if o rms 
sha ll	
 be	 p ro vided	 and	 m aintai ned	 by the	 e m plo ye r.	 T he	 te rm	  “u	n if o r	m ” includes	 w ea ring	 appar el	 and	 acce sso ries	 of d is tin ctiv e 
de sign	
 or c o lor .	 	
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	
 	
subsections  (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  (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. All items furnished  by the employer shall be  returned	 	
by the employee upon completion of the  job. 
10.  MEALS AND  LODGING 	
(A) “M eal”	 m eans	 an	 adequat e,	 w ell-ba lan ced	 se rv ing	 of a va riety	 of who le so m e,	 nut ritio us	 foods .	 	
(B) “L odgi	ng”	 means	 liv ing	 a ccom modations	 ava ilab le	 to the	 e m plo yee	 for	 f u ll- tim e	 occupancy	 which	 are	 adequat e,	 de cent,	 and 
san ita ry	
 a ccording	 to u sual	 a nd	 cu sto mary	 s tandards .	 Emp lo yees	 s hal l	 not	 be	 requ ir ed	 to s hare	 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: 	
EFFECTIVE:	  	JANUARY	 1, 2020	 	JANUARY	 1, 2021	 	JANUARY	 1, 2022	 	JANUARY	 	1, 2023	 	For an employer who employs:	 	26 or	 	More 
Employees  	25 or	 	Fewer 
Employees  	26 or	 	More 
Employees  	25 or	 	Fewer 
Employees  	26 or	 	More 
Employees  	25 or	 	Fewer 
Employees  	All Employers regardless of 
number of 
Employees	 	
LODGING	 	 	 	 	 	 	 	 	
Room occupied alone	 	$61.13	 	/week  	$56.43	 	/week  	$65.83	 	/week  	$61.13	 	/week  	$70.53	 	/week  	$65.83	 	/week  	$72.88	 	/week  	
Room shared	 	$50.46	 	/week  	$46.58	 	/week  	$54.34	 	/week  	$50.46	 	/week  	$58.22	 	/week  	$54.34	 	/week  	$60.16	 	/week  	
Apartment 	? two thirds (2/3) of the ordinary rental 	value, and in no  event more than:  	$734.21	 	/month 	$677.75	 	/month 	$790.67	 	/month 	$734.21	 	/month 	$847.12	 	/month 	$790.67	 	/month 	$875.33	 	/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	: 	
$1086.07	 	/month 	1002.56	 	/month 	$1169.59	 	/month 	$1086.07	 	/month 	$1253.10	 	/month 	$1169.59	 	/month 	$12	94.83	 	/month 	
MEALS	 	 	 	 	 	 	 	 	
Breakfast	  	$4.70	 	$4.34	 	$5.06	 	$4.70	 	$5.42	 	$5.06	 	$5.	60 	
Lunch	 	$6.47	 	$5.97	 	$6.97	 	$6.47	 	$7.47	 	$6.97	 	$7.	72 	
Dinner	 	$8.68	 	$8.01	 	$9.35	 	$8.68	 	$10.02	 	$9.35	 	$10.	35 	
(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 nor lodging not  used.

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(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. 	
(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  hours,	 	
the second meal period may be waived  by mutual consent of the employer and the employee only if the first meal per iod was not	 	
waived.  	
(C)  Unles s	 the	 em plo yee	 is r e lie ved	 of a ll duty	 dur ing	 a 30	 min ute	 m eal	 per iod,	 the	 meal	 pe riod	 sha ll	 be	 con sidered	 an	 ”on	 dut y”	 	
m eal	 pe riod	 and	 counted	 as ti m e	 work ed.	 An	 “on  	duty”	 meal	 per iod	 sha ll	 be	 pe rm itted	 on ly	 when	 the	 natur e	 of the	 w ork	 p re vents  	
an employee  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 period is not  provided. 	
(E) 	 In all places of employment where employees are required to eat on the premises, a suitable place for that purpose  shal l	 	
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;

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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)) 	
19. INSPECTION  	
(See California Labor Code, Section  1174) 	
20. PENALTIES  	
(See 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. 
(3) The affected employee shall receive payment of all wages  recovered.  
(B)  The  Labor  Commissioner  may  also  issue  citations  pursuant  to  Labor  Code  § 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  work  day.  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. 	
  	
SUMMA RIES IN O THE R L AN G UAGES  	
The	 D ep artm en t	 of Indus tr ia l	 R ela ti on s	 wil l	 mak e	 su mm arie s	 o f w ag e 
a n d	 hou r	 re q uir e m en ts	 in th is	 O rd er	 avai labl e	 in S pan is h ,	 C hin ese 
a n d	 ce rtai n	 oth er	 la n gu ag es	 w hen	 it is f e asi ble	 to d o so . M ai l	 yo ur 
request	 fo r su ch	 summaries	 to the	 Depa rtmen t	 at: 	P.O.	 Box	 420603,	 S an	 Francisco ,	 CA 94142 -0603.	 	
RESUMEN  EN OTROS  IDIOMAS  	
El Departament o	 de Relaciones	 Industriale s	 confeccionar á	 un re - 
sumen	 sobr e	 los requisito s	 de salari o	 y horari o	 de est a	 Disposició n 
e n	  español ,	 chino	  y  alguno s	  ot ro s	  idioma s	  cuand o	  se a	  posi ble 
hacerlo .	 Envíe	 po r	 correo	 su pedid o	 por	 dich os	 resúmenes	 al De - 
pa rtament o	 a: P.O.	 Box	 420603,	 Sa n	 Francisco ,	 CA	 94142- 0603.	 
 	    	Departmen t	 of Industria l	 Relations	 	P.O.	 Box	 420603	 	Sa n	 Fra n cis co ,	 C A	 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  Labor	 Commissioner's	 Office/DLSE	 	REDDING Labor	 Commissioner's	 Office/DLSE	 	SAN JOSE  Labor Commissioner's	 Office/DLSE	 	7718 Meany	 Ave.	 	Bakersfield, CA   93308 
661 -587 -3060  	250 Hemsted Drive, 2nd Floor, Suite	 A 	Redding, CA   96002 530-225 -2655  	
100 Paseo De San Antonio, Room	 120	 	San Jose, CA   95113 408-277 -1266  	
 EL CENTRO  
Labor  Commissioner's  Office/DLSE  
1550 W. Main  St. 
El Centro, CA  92243  
760 -353 -0607  	 	SACRAMENTO  
Labor  Commissioner's  Office/DLSE  
2031 Howe Ave, Suite  100 
Sacramento, CA  95825  
916 -263 -1811  	 	SANTA  ANA 
Labor Commissioner's  Office/DLSE  
 2 MacArthur Place Suite 800	 
Santa Ana, CA   9270 7 
714 -558 -4910  	
 FRESNO  
Labor  Commissioner's  Office/DLSE  
770 E. Shaw Ave., Suite 222	 	
 	SALINAS 
Labor  Commissioner's  Office/DLSE  
950	 E. Blanco	 Rd.,	 Suite	 204	 	
 	SANTA BARBARA  
Labor Commissioner's  Office/DLSE  
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	 	300 Oceangate, 3	rd Floor	 	Labor	 Commissioner's	 Office/DLSE	 	464 West 4	th  Street, Room	 348	 	SANTA	 ROSA	 	Labor 	Commissioner's	 Office/DLSE	 	Long Beach, CA 	 90802	 	San Bernardino, CA 	 92401	 	50 ?D? Street, Suite	 360	 	562	-590	-5048	 	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	 	31 E. Channel Street, Room	 317	 	213	-620	-6330	 	619	-220	-5451	 	Stockton, CA	 95202	 	
 	 	209	-948	-7771	 	
OAKLAND	 	SAN	 FRANCISCO	 	 	Labor	 Commissioner's	 Office/DLSE	 	1515	 Clay	 Street,	 Room	 801	 	Labor	 Commissioner's	 Office/DLSE	 	455 Golden Gate Ave. 10	th  Floor	 	VAN	 NUYS	 	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