California Free Printable General Labor Law Poster Posters California Industrial Welfare Commission (IWC) Wage Order #11 Broadcasting Industry

The Industrial Welfare Commission (IWC) Wage Order #11 Broadcasting Industry is a general labor law poster poster by the California Department Of Industrial Relations. This poster is mandatory for some employers, including employers in the broadcasting industry.

This poster must be posted in a conspicuous place where all employees will see it for any Broadcasting Industry employers. This poster describes the standards and laws that must be followed in the Broadcasting Industry.


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 .

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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 July 1, 2014, pursuant to AB 10, Chapter 351, Statutes of 2013 and 
AB 1835, Chapter 230, Statutes of 2006 
  
This Order Must Be Posted Where Employees Can Read It Easily     
   
   
   
   
  IWC FORM 1111 (Rev. 07-2014) 
OSP 06 98769

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• Please Post With This Side Showing • 
OFFICIAL NOTICE 
Effective January 1, 2002 as amended  Sections 4(A) and 10(C) amended and republished by the Department of Industrial Relations, 
effective July 1, 2014, pursuant to AB 10, Chapter 351, Statutes of 2013 and 
AB 1835, Chapter 230, Statutes of 2006 
INDUSTRIAL WELFARE COMMISSION 
ORDER NO. 11-2001 
REGULATING 
WAGES, HOURS AND WORKING CONDITIONS IN THE  
BROADCASTING INDUSTRY 
 
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 (AB 10, Ch.  351, Stats of 2013, amending section 1182.12 of 
the  California  Labor  Code,  and AB  1835,  Ch.  230,  Stats  of  2006, adding  sections  1182.12  and 1182.13  to  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

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expectations and the realistic requirements of the job, shall be considered in determining whether the employee satisfies this 
requirement. 
(g) Such 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. 
(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 pro- 
longed 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 subparagraph (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 §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 Order: 29 C.F.R. §§ 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 that 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.* 
(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 
 
* Pursuant to Labor Code section 515.5, subdivision (a)(4), the Office  of  Policy,  Research  and  Legislation, 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 obtained at www.dir.ca.gov/IWC or by mail from the Department of Industrial Relations.

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theoretical and practical application of highly specialized information to computer systems analysis, programming, and software 
engineering. 
(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) Except as provided in sections 1, 2, 4, 10, and 20, the provisions of this order shall not apply to professional actors. 
(D) The provisions of this order shall not apply to outside salespersons. 
(E) Provisions of this order shall not apply to any individual who is the parent, spouse, child, or legally adopted child of the 
employer. 
(F) The provisions of this order shall not apply to any individual participating in a national service program, such as Ameri- 
Corps, carried out using assistance provided under Section 12571 of Title 42 of the United States Code. (See Stats. 2000, ch. 
365, amending Labor Code § 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) ―Broadcasting Industry‖ means any industry, business, or establishment operated for the purpose of broadcasting or taping 
and broadcasting programs through the medium of radio or television. 
(C)‖Commission‖ means the Industrial Welfare Commission of the State of California. 
(D) ―Division‖ means the Division of Labor Standards Enforcement of the State of California. 
(E) ―Employ‖ means to engage, suffer, or permit to work. 
(F) ―Employee‖ means any person employed by an employer. 
(G) ―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. 
(H) ―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. 
(I) ―Location‖ means any place other than the studio premises of the employer, at which the employer broadcasts or tapes for 
broadcast all or a portion of a radio or television program. 
(J) ―Minor‖ means, for the purpose of this Order, any person under the age of 18 years. 
(K) ―Outside Salesperson‖ means any person, 18 years if 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. 
(L) ―Primarily‖ as used in section 1, Applicability, means more than one-half the employee’s work time. 
(M) ―Shift‖ means designated hours of work by an employee, with a designated beginning time and ending time. 
(N) ―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. 
(O) ―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. 
(P) ―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. 
(Q)‖Workday‖ and ―day‖ mean any consecutive 24-hour period beginning at the same time each calendar day. 
(R) ―Workweek‖ and ―week‖ mean any seven (7) consecutive days, starting with the same calendar day each week. ―Workweek‖ 
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 hours in any workweek unless 
the employee receives one and one-half (11/2) 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 not less than: 
(a) One and one-half (11/2) times the employee’s regular rate of pay for all hours worked in excess of eight (8) hours

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up to and including 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 
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. 
(B) Alternative Workweek Schedules 
(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 (11/2) 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 (11/2) 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 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 (11/2) 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 work- 
day 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 Section 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, 1999, 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. An 
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 em- 
ployer. 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 speci- 
fied. 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. 
(3) 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 effects of the alternative workweek schedule. An employer shall provide that disclosure in a non-English

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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. 
(4) 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. 
(5) 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. 
(6) 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. 
(7) 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. 
(8) Employers shall not intimidate or coerce employees to vote either in support of or in opposition to a proposed alter- 
native workweek. No employees shall be discharged or discriminated against for expressing opinions concerning the alternative 
workweek election 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 (11/2) times a minor’s regular rate of pay shall be paid for all work over 40 hours in any workweek except 
that minors 16 and 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 penal- 
ties. 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 for seven (7) days 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) 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 which to 
consume such food or drink. 
(G) The provisions of Labor Code §§ 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). 
(H) Except as provided in subsections (D) and (G), 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 subsection (G) 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 make-up work time, if performed in the same workweek in which the work 
time was lost, 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 make-up 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 make-up 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. 
(K) The provisions of this section shall not apply to any person employed as an announcer, news editor, or chief engineer, by 
a radio or television station in a city or town which has a population of 25,000 or less.

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4. MINIMUM WAGES 
(A) Every employer shall pay to each employee wages not less than nine dollars ($9.00) per hour for all hours worked, effective 
July 1, 2014, and not less than ten dollars ($10.00) per hour for all hours worked, effective January 1, 2016, except: 
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 (1) 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 Apprentice- 
ship 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 (2) 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 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.

—7  
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 
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) ―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:   
 Effective Effective 
LODGING July 1, 2014 January 1, 2016 
 
Room occupied alone………………………………..… $42.33 per week $47.03 per week 
Room shared………………………….………………… 
Apartment – two thirds (2/3) of the ordinary rental 
value, and in no event more than:…………..………… 
$34.94 per week 
 
$508.38 per month 
$38.82 per week 
 
$564.81 per 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: 
 
 
$752.02 per month 
 
 
$835.49 per month  MEALS   
Breakfast……………………………………………….…. $3.26 $3.62 
Lunch………………………………………………….…... $4.47 $4.97 
Dinner……………………………………………………... $6.01 $6.68 
 
(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. 
(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 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

—8  
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 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 (31/2) 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))

—9  
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 
Division of Labor Standards Enforcement. A listing of the DLSE offices 
is on the back of this wage order. Look in the white pages of your 
telephone directory under CALIFORNIA, State of, Industrial Relations 
for the address and telephone number of the office nearest you. The 
Division 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 confeccionara un re- sumen sobre los requisitos de salario y horario de esta Disposicion en español, chino y algunos otros idiomas cuando sea posible hacerlo. Envie por correo su pedido por dichos resumenes 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

—10  
All complaints are handled confidentially.  For further information or to file your complaints, contact the State of California at the following department offices:   Division of Labor Standards Enforcement (DLSE)   
BAKERSFIELD Division of Labor Standards Enforcement 7718 Meany Ave. Bakersfield, CA  93308 661-587-3060 
REDDING Division of Labor Standards Enforcement 2115 Civic Center Drive, Room 17 Redding, CA  96001 530-225-2655 
SAN JOSE Division of Labor Standards Enforcement 100 Paseo De San Antonio, Room 120 San Jose, CA  95113 408-277-1266    
EL CENTRO Division of Labor Standards Enforcement 1550 W. Main St. El Centro, CA  92643 760-353-0607 
SACRAMENTO Division of Labor Standards Enforcement 2031 Howe Ave, Suite 100 Sacramento, CA  95825 916-263-1811 
SANTA ANA Division of Labor Standards Enforcement 605 W est Santa Ana Blvd., Bldg. 28, Room 625 Santa Ana, CA  92701 714-558-4910    
FRESNO SALINAS SANTA BARBARA Division of Labor Standards Enforcement Division of Labor Standards Enforcement Division of Labor Standards Enforcement 770 E. Shaw Ave., Suite 222 1870 N. Main Street, Suite 150 411 E. Canon Perdido, Room 3 Fresno, CA  93710 Salinas, CA  93906 Santa Barbara, CA  93101 559-244-5340 831-443-3041 805-568-1222    
LONG BEACH SAN BERNARDINO  Division of Labor Standards Enforcement Division of Labor Standards Enforcement SANTA ROSA 300 Oceangate, 3rd  Floor 464 West 4th  Street, Room 348 Division of Labor Standards Enforcement 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  Division of Labor Standards Enforcement Division of Labor Standards Enforcement STOCKTON 320 W . Fourth St., Suite 450 7575 Metropolitan, Room 210 Division of Labor Standards Enforcement 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  Division of Labor Standards Enforcement Division of Labor Standards Enforcement VAN NUYS 1515 Clay Street, Room 801 455 Golden Gate Ave. 10th  Floor Division of Labor Standards Enforcement 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 
    SAN FRANCISCO – HEADQUARTERS Division of Labor Standards Enforcement 455 Golden Gate Ave. 9th  Floor San Francisco, CA  94102 415-703-4810 
 
   
  
   
   
   
   
 
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
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