California Free Printable General Labor Law Poster Posters California Industrial Welfare Commission (IWC) Wage Order #12 Motion Picture Industry Poster

The Industrial Welfare Commission (IWC) Wage Order #12 Motion Picture 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 motion picture industry.

This poster, written in Spanish, must be posted in a conspicuous place where all Spanish speaking employees will see it for any Motion Picture Industry employers. This poster describes the standards and laws that must be followed in the Motion Picture 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 .

It appears you don't have a PDF plugin for this browser. Please see the link below to download california-iwcarticle12.pdf.

OFFICIAL N
OTICE 
INDUSTRIA L WELFARE COMMISSION 
ORDER NO . 12-2001 
REGUL ATING 
W AGES , HOUR S AND WORKING CONDITI ONS IN THE	 
M OTI ON PICTUR E INDUSTRY 
Ef fec tive J anua ry 1 , 2002 a s 	
amended 
Sections 4(A) and 10(C)  amended 	
and republished by the Department of Industrial 
Relations, effective January 1, 2019, pursuant to  SB 3, Chapter 4, Statutes of 2016 and 
section 1182.13 of the Labor Code
This  Order Must Be Poste d Where Employee s Can Rea d It Easily IWC FORM 1112 (Rev. 11/2018)
OSP 06 98770

? 1  •Please Post With This Side Showing	• 
OFFICIAL  NOTICE  
 Effectiv
e Januar y 1,  200 1 as  amended
 

Sections  4(A) and 10(C)  amended  and republished  by the  Department  of Industrial 
Relations, effective January  1, 2019, pursuant to SB 3,  Chapter 4,  Statutes of 2016 and
section 1182.13 of the Labor Code

INDUSTRIA L WELFARE COMMISSION 
ORD ER NO . 12-2001 
REGUL ATING 
WAG ES, HOUR S AND 	
WORKIN G CONDITION S IN THE 
MOTI ON PICTUR E INDUSTRY TAKE NOTICE:
 To employers and representativ es 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   motion  picture  industry,  including  e xtr	
 a play ers,  teachers,  and  welfare
work ers, whether paid on a tim e, piece rate, commission, or other basis , except that: 
(A	

) Pr ovisions  of  Sections  3  through  12  of  this  Order  shall  not  apply  to  persons  employed  in  administr ative, ex ecutive,  or
pr ofessional  capacities. The  following  requirements  shall  apply  in dete rmining  whether  an  employee?s 	
 duties  meet the  test  to 
qualify for an ex emption from those sections:  (1) Executiv
e Exemption. A person employed in an  executive capacity means any employee: (a) Whose  duties  and  responsibilities  inv
olve  the  management  of  the  enterprise  in  which  he  is  employed  or  of  a
cu stomarily recogniz ed 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  employ ees or  whose suggestions  and recommendations  as to  the  hi ring
or  fi ring  and as to  the  advancement  and pro	
 motion or any  other  change  of status  of other  employ ees will  be given  particular weight; 
and	
 
(d) Who customarily and regularly  exercises discretion and independent judgment;  and
(e) Who  is primar ily engaged  in  duties which meet  the test  of the  ex emption. The activities constituting  exempt wor k
and  non-ex empt work shall  be construed in  the  s	
 ame manner as such items are constr ued 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, f or example, all work  that is directly  and closely related  to ex empt work  and work which  is proper ly vi ew ed as  a means 
f or  carrying  out exempt functions. The work actually  performed by  the employ ee during  the course  of the  	
 work week must, first and 
foremost,  be examined  and 	
 the amount of time  the employ ee spends  on such wor k, together with  the employ er?s realistic expectations 
and the realistic requirements of the jo b, shall be considered in determining whether the employee satisfies this requirement. 
(f) Such  an  employ ee  must  also  earn  a  monthly  salary  equival	
 ent to no  less  than  two  (2)  times  the 	 state  minimum
w age for full-time employment. Full-time employment is defined in Labor Code § 515(c) as 40 hours per week.  (2) Administr
ative E xemption. A person employed in an administr ative capacity means any employ ee:(a) Whose duties and responsibilities inv
olve either:
(i) The  performance  of  office  or non- manual   work  directly  related  to  management  policies  or gener al  business
operations of his employer or his employ er?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 regular ly and directly assists a proprietor,  or an employ ee employ ed	
  in  a  bona	  fide executive  or administr ative
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 primar ily engaged  in  duties which meet  the test  of the  ex emption. The activities constituting  exempt wor k
and  non-ex empt work shall  be construed in  the  s	
 ame manner as such  terms  are constr ued 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, f or example, all work  that is  directly  and closely related  to exempt work  and work which  is properly view ed  as a 
means	

 for carrying out  exempt functions. The work actually performed by the employee during the course of the wor k week must,

? 2  first and
 foremost, be examined and the  amount of time the employee spends on such wor k, together  with the employer?s realistic 
expectations  and the  realistic  requirements  of the  jo b,  shall  be	
  considered  in determining  whether  the  employ ee  satisfies  this 
requirement.  (g) Such employ ee	
 must also ea	rn a monthly salary  equivalent  to no	 less  than two (2) times  the state minim um 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 ce rtified by  the State  of California  and is  primar ily engaged  in the  practice  of one  of the  following
recognized professions: law, medicine, dentistry, optometry, architecture, engineering, teaching, or accounting;  or 
(b) Who  is  primar ily engaged  in  an	
  occupation  commonly  recogniz ed	 as   a  lear ned or  artistic  profession.  F or the
purposes of this subsection,  ?OHDrned or artistic prof HVVLRQ? means an employee who is primarily engaged in the performance of: 
(i) Work requiring  knowledge  of an	
  ad	vanced type  in a field  or science  or learning customar ily acquired by a  pro- 
longed course  of specializ ed	
 intellectual instruction  and study, as distinguished from a  general academic education  and from an 
apprenticeship,  and from training  in the  per formance  of routine mental,  manual,  or physical processes,  or work  that is  an  essential 
pa	
rt of or necessarily incident to any of the abov e work; or  
(ii) Work  that is original  and creative  in character  in a  recogniz ed	
 field of artistic  endeavor (as opposed  to wor k
which can  be	
 produced by a person  endowed	 with  gener al ma nual  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 a ny of the abov e work; and 
(iii) whose  work  is  predominantly  intellectual  and  varied in  character  (as  opposed  to  routine  mental, manual,
mechanical,  or  physical  wor k) and  is of   such  character  that the  output   produced  or the   result  accomplished  cannot  be 
standardiz ed	
 in relation to a giv en period of time. 
(c) Who  customar ily and  regular ly ex ercises  discretion  and  independent  judgment  in the  per formance  of  duties  set
forth in subpara graphs (a) and (b). 
(d) Who  ea	
rns   a  monthly  salary  equivalent  to no	  less  than  two  (2)  times  the  state  minim um  wage  f or  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 constr ued in accordance with the  following provisions of feder al law as
they  existed  as of  the  date  of  this Wage  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 pr ovisions  of this subpara graph,  pharmacists employ ed	
 to  engage  in  the  practice  of pharmacy ,
and registered nurses employ ed	
 to  engage  in  the  practice  of nursing, shall  not be	 considered  exempt professional employ ee	s, nor 
shall  they  be	
  considered  exempt  from  cover age  for the  pu rposes  of  this  subpara graph  unless  they  individually  meet  the  criteria 
established for  exemption as  executive or administr ative employ ee	
s. 
(g) Notwithstanding subpara graph (f), the following advanced practice nurses shall be  exempt from provisions of this
subsection:  (i)
Ce rtified  nurse  midwiv es  who  are  primar ily engaged   in  performing  duties  f or  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 per forming 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 primar ily engaged  in  per forming duties f or 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 subpara graph  shall  exempt  the occupations set for th in clauses (i), (ii),  and (iii) from meeting
the requirements of subsection 1(A)(3)(a) ?(d), above. 
(h) Except  as pr ovided  in subpara graph (i),  an	
 employ ee	 in  the  computer software field who  is paid on	 an	 hour ly basis
shall be  exempt, if all of the following apply: 
(i) The  employ ee	
 is  primar ily  engaged  in  work  that is  intellectual  or  creative  and that   requires  the ex ercise  of
di scretion 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
hardw are, softw are, or system functional specifications. 
?The design, development, documentation, analysis, creation, testing, or  modification of computer systems
or pro gram s, including prototypes , 
based on and related to, user or system design specifications. 
?  The documentation, testing, creation,  or modification  of computer pro grams 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 specializ ed
in formation  to  computer  systems  analysis,  pro gramming,  and  software  engineering. A  job  title  shall  not be	
 determinative  of the 
applicability of this  exemption. 
(iv) The employ ee	
?s  hou rly  rate  of pay  is not  less  than forty-one dollars ($41.00). The Office of Policy, Research
and  Legislation  shall  adjust  this  pay  r ate on	
  October  1  of  each  y ear to  be	 effective  on	  Janua	ry  1  of the   following  y ear  by  an 
amount equal to the percentage increase in the California Consumer Price Inde x for Urban Wage Earners and Clerical Work ers.*   * Pursuant 
to Labor   Code  section  515.5,  subdivision  (a)(4),  the  Office  of  Policy,  Research  and  Legislation,  Department  of
Industrial Relations,  has adjusted  the minim um hou rly  rate  of pay specified  in this subdivision  to be $49.77,  ef fective Jan ua	
ry 1,
2007.  This hour ly rate  of pay  is adjusted  on	
 October 1  of each y ear to  be	 ef fective  on Jan ua	ry 1, of the  following y ea	r, and may
be	
 obtained  at www.dir.ca.gov/IWC  or by mail from the Department of Industrial Relations.

? 3  (i) The 
exemption provided in subpara graph (h) does not apply to an employee if any of the following apply:
(i) The  employ ee is a  trainee  or  employ ee in an  entry-lev el 	 position  who  is  learning  to  become  proficient  in  the
theoretical  and  practical  application  of  highly  specializ ed information  to	
   computer  systems  analysis,  pro gramming,  and  software 
engineering.  (ii) The  employee is in 	
a  computer-related  occupation  b ut has  not  attained  the  lev el 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  ma nufacture,  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 pro grams  and who  is skilled  in computer-aided design softw are, including 
CAD/CAM, but who is not in a computer systems analysis or pro gramming occupation. 
(v) The  employ ee 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  f or  print  or 
f or  on  screen  media  or  who	
   writes or pr ovides  content  material  intended  to be  read  by  customers,  subscribers,  or  v	 isitors to 
computer-related media such as the Wor ld Wide Web or CD-R OMs. 
(vi) The  employ ee is  engaged  in  any  of the   activities  set  for th in  subpara graph  (h)  f or  the  purpose  of  creating
i	

mager y for effects used in the motion picture , television, or theatrical industry. 
(B) Except  as pr ovided  in sections  1, 2, 4, 10,  and  20, the pr ovisions  of this Order shall not apply  to any employees directly
employ ed 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  pro gram,  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 ?DOWH rnati ve workw eek VFKHGXOH?  means any regular ly scheduled workw eek requiring  an employ ee to 	
work more  than
eight (8) hours in a 24-hour period.  (B)?&RPPLVVLRQ?  means the Industrial W elfare Commission of the State of California.
(C) ?'LYLVLRQ?  means the Division of Labor Standards Enforcement of the State of California.
(D) ?(PSO o\?  means to engage, suffer, or permit to wor k.
(E) ?(PSO oyHH?  means any person employ ed by an employer.
(F) ?(PSO oyHU?  means any person  as defined  in Section  18 of the  Labor  Cod	
 e, who directly or indirectly,  or through  an agent or
an	
y other person, employs or  exercises control over the w ages, hour s, or working conditions of any person. 
(G) ?([W ra Play HU?   means  any  person  employ ed  by an  employ er in  the   produc	
 tion of  motion  pictures  to per form  any  wor k,
including  b ut not   limited  to that  of   a  gene ral   e xtra,  stand-in,  photographic double,  spor ts pl ayer,  silent  bit,  or  dress  e xtra;  or as  
e xt ras employ ed in  dancing,  skating,  swimming,  diving,  riding,  driving,  or  singing;  or as   extras   employ ed to per f	
orm  any  other 
actions, gestures , facial expressions, or pantomime. 
(H)	

  ?+RXUV  workHG? 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)?/RFDWLRQ? means any place  other than  the  studio premises  of the  employer,  at which  the employ er shoots all  or a  portion
of a m	

otion picture. 
(J) ?0LQRU?  means , for the purpose of this Order , an	
 y person under the age of 18 years.
(K)  ?0RWLRQ   Picture  Industr \?  means  any  industry,  business  or  establishment  operated  f or the  pu rpose  of  motion  picture  or
television  film  production,  or  primar ily  allied  with  theatrical or tel evision,  motion  picture  productions,  including  b ut not  limited  to 
motion pictures for entertainment, commercial, religious, or educational purposes, whether made by film, tape, or otherwise.  (L) ?2XWVLGH  6DOHVSHUVRQ?  means any person,  18 years  of age  or over, who customar ily and regular ly wor ks more  than half  the
working  time  away  from  the  employ er?s  place  of  business  selling  tangib le or   intangib le  items  or  obtaining  orders  or  contracts  for 
products, services or use of facilities. 
(M)?3rimar LO\? as used in Section 1, Applicability, means more than one-half the employ ee?s  work time.
(N) ?6KLIW? means designated hours of wor k by an employee, with a designated beginning time and ending time.
(O) ?6SOLW  VKLIW?  means  a  work  schedule  which  is  interrupted  by  non-paid  non-working  periods  established  by  the  em	
 ployer,
other than bona fide rest or meal periods. 
(P)?W DJHV?   includes  all  amounts  f or  labor  performed  by  employ ees of   every  description,  whether  the  amount  is fixed  or
as cer	

tained by the standard of time, task, piece, commission basis, or other method of calculation. 
(Q) ?Wor kda\?  and  ?Ga\?  mean any consecutiv e 24-hour period beginning at the same time each calendar day.
(R)  ?Workw HHN? and  ?w HHN?  mean any sev en (7) consecutive days, starting with  the s	
 ame calendar day each week. ?Workw HHN?
is a fix ed and  regularly recurring period of 168 hours , seven (7) consecutiv e 24-hour periods. 3.
HOURS AND DAYS OF WORK
(A) Daily Overtime- General Provisions (1) The following overtime  provisions are applicab le to employ ees 18 years  of age  or 	
 over and  to employ ees 16  or 17 years

? 4  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 employ ees shall  not be employ ed more than eight (8) hours  in any wor kday  or more  than 40 hours  in any workw eek unless 
the employee receives one and one-half (1 1
/2 ) times such employ
ee	
?s regular rate of pa y for all hours work ed over 40 hours in the 
workweek. Eight (8) hours  of labor constitutes a day?s wor k. Employment b eyond eight (8) hours  in any wor kday  or more  than six 
(6) days in an y workweek is permissible provided the employee is compensated for such overtime as follows:
(a) Employ ees may  be	
 employ ed up	 to a maxim um of  16  hours including meal  pe	riods in any  one day from  the time
they are required and do repor t 	
until dismissed, provided the employee is compensated for such overtime at not less than: 
(i) F or  daily  employ ees and  weekly  employ ee	
s,  excluding  weekly  employees  guaranteed   more than 40	  hours  a
workw eek and  ?RQ FDOO?  employ ees, one  and one-half (1 1
/2 ) times the
 employee	
?s regular r ate of pay for all hours work ed	 in excess 
of   eight  (8)  hours  up	
 to  and  including  12	  hours in  any  one  wor kday,  and  f or the   first  eight  (8)  hours  work ed	 on	 the   sev enth  (7 th
) 
consecutiv e day of work in a workweek;  and 
(ii) Doub le the  employ ee	
?s regular r ate of pay f or all hours work ed	 in  excess  of 12	 hours  in any wor kday,  and f or
all hours worked in excess of eight (8) hours on the seventh (7 th
) consecutiv e day of work in a workweek. 
(iii) Overtime payments shall  not be	
 compounded  and all payments made by  the employ er for  daily overtime  on
the basis herein above specified shall be applied t oward any sum for weekly overtime. 
(iv) The overtime r ate of  compensation required  to be paid  to a nonex empt full-time salaried employ ee	
 shall be
computed by using the employ ee?s regular hourly salary as one fortieth (1/40) of the employ ee	
?s  weekly salary. 
(B) Alter native Workweek Schedules
(1) No  employ er  shall  be	
  deemed  to  have  violated  the  daily  overtime  provisions  by  instituting,  pursuant  to the   election
pr ocedures set for th in this wage order, a regular ly scheduled alter native workw eek schedule of  not more than  ten (10) hours per 
day  within  a  40 hour   workweek   without the  payment  of an	
  overtime  r ate of  compensation. All  work  performed  in  any  wor kday 
b ey ond  the  schedule established by 
the agreement  up	
 to  12	 hours a day  or bey ond  40 hours  per week  shall  be	 paid at one  and 
one-half (1 1
/2 ) 
times  the employ ee?s regular r ate of pay. All work  performed  in excess  of 12	
 hours  per day  and any work  in excess  of 
eight  (8)  hours  on  those  da ys  work ed  beyond  the  regular ly  scheduled  number  of  wor kdays   established  by  the  alter native 
workw eek  agreement  shall  be	
  paid at doub le the   employ ee	?s  regular  r ate of  pay. Any  alter native  workw eek  agreement  adopted 
pursuant  to this section shall  provide f or 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 f or another  day of the  same length  in the  shift  provided by 
the  alter native workweek agreement  on an	
 occasional basis  to meet the personal needs  of the  employ ee	 without  the payment  of 
overtime.  No hours paid  at either 
one and one-half (1 1
/2 ) 
or  doub le the   regular r ate 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  da ys  off  within  a
workweek. 
(3)If an employer, whose employ ees have  adopted  an	
 alternative workw eek agreement  permitted by this order requires
an	
 employ ee	 to work few er hours than  those that are regular ly scheduled by the  agreement, the employer shall pay the  employee 
overtime compensation  at a rate of one  and  one-half  (11
/2 ) times 
the employ ee?s regular r ate of pay f or all hours work ed in  excess of 
eight (8) hour s, and double the employ ee	
?s regular r ate of pay for all hours work ed	 in excess of  12 hours f or the  day the  employee 
is required to work the reduced hours.  (4)An employ er shall  not reduce  an	
 employee?s regular r ate of hour ly pay  as a result  of the  adoption, repeal  or nullification
of an alternativ e workweek schedule. 
(5) An  employ er  shall  explore  any  availab le  reasonab le  alter native  means  of  accommodating  the  religious  belief  or
observance  of an	
  affected  employ ee	 that   conflicts  with  an adopted  alter native  workw eek  schedule,  in the   manner  provided  by 
subdivision(j) of Section 12940 of the Government Code. 
(6)An employ er shall  make a reasonab le effort  to find a work schedule  not to exceed eight (8) hours  in a wor kday,  in order
to  accommodate  any  affected  employ ee  who  w as  eligib le to  v ote  in an   election  authorized	
  by  this  Section  and  who is unab le  to 
work the alter native workweek schedule established as the result of that election. 
(7) An employ er shall  be	
 pe	rmitted, b ut not required,  to provide a work schedule  not to exceed eight (8) hours  in a work- 
day  to accommodate any employ ee
 who is hired after  the date  of the  election  and who  is unab le to work  the alter native 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  ef fect
prior  to 1998,  and before  the per formance  of the  wor k, shall remain valid after July  1, 2000 provided  that the  results  of the  election 
are  repor ted  by  the  employ er to  the   Office  of  Policy,  Research  and  Legislation  by  Jan ua	
ry 1, 2001,  in   accordance  with  the 
requirements  of  Section  C  below  (Election  Procedures).  If  an  employ ee was  voluntarily  working  an  alter native  workweek 
schedule  of  not  more  than  ten  (10)  hours  a  day  as of   July  1, 1999,  that   alter native  workw eek  schedule  w as  based  on	
 an  
individual  agreement  made  after  Jan uary  1, 1998  between  the  employ ee	
 and  employer,  and the  employ ee	  submitted,  and the 
employ er appr oved,  a  writ-  ten  request  on or  be	
fore  May  30, 2000  to  contin ue	 the   agreement,  the  employ ee	  may  contin ue	 to  
work  that  alter native  workweek  schedule  without  payment  of an	
  overtime  r ate of  compensation  f or the   hours  provided  in the  
agreement.  An employ ee	
 may revoke his or  her voluntary authorization to contin ue such a schedule with 30	 da ys 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 alternativ e workweek schedules require the following:
(1) Each  proposal  f or an	
  alternative  workw eek  schedule  shall  be	 in  the   form  of  a  written  agreement  proposed  by  the
employer. The proposed agreement must designate a regular ly scheduled alter native workw eek in  which  the specified number  of 
work da ys and work hours are regular ly recurring. The actual da ys work ed
 within that  alternative workw eek schedule need not be 
specified. The employ er may propose a single work schedule  that would become  the standard schedule f or workers  in the  work unit, 
or  a  me nu  of work schedule options, from which each employ ee	
 in  the  unit would  be	 entitled to choose.  If the  employ er proposes

? 5  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 alter native workw eek schedule must  be adopted	  in  a secret ballot election,  before
the  per formance  of wor k, by  at least a two-thirds (2/3) vote  of the  affected employ ees in  the  work unit. The election shall  be held 
during regular  working hours  at	
 the  employ HHV? work  site. F or pu rposes  of this subsection,  ?DIfected employ ees in  the work  XQLW?
may include all employ ees in  a readily identifiab le work unit, such  as a division, a  department, a job classification, a shift, a separ ate 
physical location, or  a recognized subdivision of  a	
ny such work unit. A work unit may consist of  an individual employee as l	ong as 
the c riteria for an identifiable work unit in this subsection is met. 
(3) Prior  to the   secret  ballot  v ote,  any  employ er  who  proposed  to  institute an  alternativ	
e  workw eek  schedule  shall  hav e
made a disclosure  in writing  to the  af fected employ ees, including  the ef f	
 ects of the  proposed  arrangement  on the  	employ HHV? wages , 
hour s, and benefits. Such a disclosure shall include meeting(s), duly noticed, held  at least 14 days 	
prior  to voting, f or the  specific 
purpose  of 	
discussing  the effects  of the  alter native workweek  schedule. An employ er shall  provide  that disclosure  in a  non-English 
language,  as  well  as in   English,  if at least  five  (5)  percent  of the  af fected  employees  primar ily  speak  that non-English  language . 
The employ er shall mail the  written disclosure to employees who do not  attend the meeting. Failure to  comply with this para graph 
shall  make the election  null and void. 
(4) Any  election  to  establish or   repeal  an  alternativ	
e  workw eek  schedule  shall  be  held at	 the   work  site  of the  af fected
employ ees. The  employ er 	
 shall bear the   costs  of  conducting  any  election  held  pursuant  to  this  section. Upon  a  complaint  by  an 
af fected employee,  and after an investigation by  the Labor  	
 Commissioner, the Labor  Commissioner may require  the employ er to 
select a neutral third party to conduct the election.  (5) Any  type  of  alter native  workw eek  schedule  that is  autho rized  by  the Labor  	
 Code  may be  repealed  by  the af f	 ected
employ ees. Upon a petition  of one	
 -third (1/3) of the  af fected employ ees, a new secret ballot election shall  be held and a two-thirds 
(	
2/3)  v ote of  the  affected  employ ees  shall  be  required  to	
  reverse the  alter native  workw eek  schedule. The  election  to  repeal  the 
alter native workw eek 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 employ ees voted  in an election held  to	 adopt or 
repeal  an alter native workweek schedule. The election shall  take place during regular working hours  at the  	
 employHHV? work  site. If 
the  alter native workw eek schedule  is revok ed, the employ er shall comply within  60 days. Upon proper  showing  of undue hardship , 
the Division of Labor Standards Enforcement ma y gr ant an extension of time for compliance. 
(6) Only secret ballots may  be cast by  affected employ ees 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  employ er 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 v ote, the size of the unit, and the nature of the business of the employer. 
(7) Employ ees af fected by a change  in the  work hours resulting from  the adoption  of an alter nativ	
e workw eek schedule
may not be required to work those ne w work hours for at least 30 days after the announcement of the final results of the election. 
(8) Employers  shall  not  intimidate or  coerce  employ ees to  vote  either  in  support  of or  in   opposition  to  a  proposed  alter- 
nati ve  workweek.  No  employ ees  shall  be  discharged  or  discriminated  against f or  expressing  opinions concerning  the  alter native 
workw eek 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 alter native workw eek to  the  af fected employ ees. A violation  of 	
 this para graph  	shall 
be subject to Labor Code section 98  et seq. 
(D) Extra  players  employ ed in   excess  of  eight  (8)  hours  in  any  wor kday  from  the  time  the  extra  play er is  required  and  does
report until dismissed, shall be paid daily overtime compensation as follows: 
(1)One 
and one-half  (1 1
/2 )  times 
the  extra  play er?s  r ate  of  pay  f or the   ninth  (9 th
)  and  tenth (1 0th
)  work  hours  of
employment  and  not  less  than  double the   extra  play er?s  r ate  of  pay  f or  all  hours  work ed  thereafter,  computed  in 	
 units of one-
tenth  (1/10) hours. 
(2) Weekly  overtime.  The  total  sum  paid  to an  e xtr	
a  play er  who  wor ks  more than 40  hours  in 	such  workw eek  for   a
particular  	
employ
er shall  be the e xtr	a  play er?s regular  hourly rate  of pay times  40, plus one and one-half (1 1
/2 ) times such regular 
hourly  rate  of  pay  f or  all  hours  work ed in   excess  of 40  during  such  workweek. The  regular  hou	
 rly   rate  shall  be dete	 rmined  by 
dividing the amount of the weekly salar y by the number of regular hours in a workweek. 
(3) An ext ra  play er employ ed by the  	
week shall receive payment  of daily overtime f or all hours  or fractions thereof work ed
b ey ond  eight (8) hours  in any wor kday  on which such daily overtime occurs  as pr o	
 vided above,  pro	vided  that overtime payments 
shall  not be compounded  and	
  all payments made by  the employ er for  daily overtime  on the  basis herein  above specified shall be 
appl	
ied t oward any sum due for weekly overtime. 
(E) One and one-half (1 1
/2 ) times a minor
?s regular rate of pay shall be paid for all hours work ed on the sixth (6th
) consecutiv e
wor kday  except that minors 16 and 17 years old who are not required by law to attend school and may therefore be employ ed for 
the  same hours as an adult are subject to subsections (A), (B), (C) or (D) above. 
(VIOLATIONS  OF  CHILD  LABOR  LA WS 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 f or 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 .) 
(F) No employ ee shall  be required  to	
 report to work unless ten (10) hours have elapsed since  the termination  of the  pr evious
day ?s employment. 
(G) Hot meals  and hot drinks shall  be pro	
vided f or employees who are required  to work after 12 R?FOR ck midnight, except  off- 
production employees regularly scheduled to work after midnight.  (H) When employ ees are required  to work at night  and are  not dismissed  in time  to permit their return  to 	
 their homes by public
se r	
vice transportation, transportation shall be provided by the employer.  (I) The  provisions  of Labor  Code  §§ 551  and 552 regarding  one (1) day?s rest  in sev en (7) shall  not	
  be constr ued	  to  prevent
an accumulation  of 	
 days of  rest when  the nature  of the  employment reasonab ly requires  the employ ee to work sev en (7) or 	more

? 6  consecutive days; 
provided, however, that  in each calendar month, the  employee shall receive the  	equi valent of  one (1) day ?s rest 
i	
n seven (7).  (J) Except  as pr ovided  in subsections (E)  and (I), this section shall  not	
 apply to any employ ee covered by a valid collective  bar- 
gai	
ning agreement  if the  agreement expressly  provides f or the  wages, hours  of wor k, and working conditions  of the  employ ees, and 
if  the  a	
greement pr ovides premium w age rates  for  all overtime hours work ed and a regular hourly rate  of pay f or those employees 
of not less than 30 percent more than the state minimum w ag	
e. 
(	
K) Notwithstanding  subsection  (J)  above,  where the 	
 employer and  a  labor  organization  representing  employ ees of	   the
employ er  have  entered  into  a  valid  collective  bargaining  agreement  pertaining to the  	
hours  of  work  of the   employ ees, the 
requirement  regarding  the equi valent  of one  (1)  day ?s  rest  in  sev en  (7)  (see  subsection  (I)  above)  shall  apply,  unless  the 
agreement expressly provides otherwise.  (L)If an  employ er appr oves   a  written  request  of an  employ ee to  ma k	
e- up  work  time  that is  or 	would  be  lost as  a  result  of a
personal obligation  of the  employee,  the hours  of that  ma k	
e- up work time,  if per f	 ormed in the  same workw eek in  which  the wor k 
time  w as  lost,  may  not be	
  counted  tow ard  computing  the total   number  of  hours  work ed in 	a  day  f or pu rposes  of the   overtime 
requirements,  except  f or  hours  in  excess  of 11   hours  of  work  in one   (1)  day  or 40  hours  of  work in one  (1)  workweek.  If an	
  
employee kno ws in advance  that he or  s	
he will be requesting ma k	e-up time f or a personal obligation that  will recur at a fixed time 
o	
v er   a  succession  of  w eek s, the   employ ee  may  request  to ma ke-up  work  time  f or up  to  f our  (4)  weeks  in advance;  provided, 
however,  that  the  make- up  work  must  be performed  in the same w eek that  the work time w as lost.  An employ ee  shall  provide a 
signed written request f or  each  occasion  that the   employ ee makes   a  request  to ma ke-up  work  time  pursuant  to  this  subsection. 
While  an  employ er  may  inform  an  employee  of  this  make- up time  option,  the  employer  is  prohibited  from  encouraging  or 
othe	

rwise  soliciting  an  employee  to  request  the  employ er?s  appr oval to  take  personal  time  off  and ma k	
 e-up   the  work  hours 
within  the same workw eek pursuant to this subsection.  4.
MINIMUM WAGES
(A) Every employer  shall pay to each employee  wages not less than the following:
(1) Any  employer  who employs  26 or more  employees  shall pay to each  employee  wages not less  than  the following:
(a) Ten  dollars  and fifty cents  ($10.50)  per hour  for all hours  worked,  effective  January 1, 2017;
(b) Eleven  dollars ($11.00)  per hour  for all hours worked,  effective January 1, 2018;
(c) Twelve dollars ($12.00) per hour for all hours worked, effective January 1, 2019; and
(d) Thirteen dollars ($13.00) per hour for all hours worked, effective January 1, 2020 .
(2) Any  employer  who employs  25 or fewer  employees  shall pay to each  employee  wages not less  than  the following:
(a) Ten  dollars  ($10.00)  per hour  for all hours  worked,  effective  January 1, 2016  through  December  31, 2017;
(b) Ten  dollars  and fifty cents  ($10.50)  per hour  for all hours  worked,  effective  January 1, 2018 ;
(c) Eleven dollars ($11.00) per hour for all hours worked, effective January 1, 2019; and
(d) Twelve dollars ($12.00) per hour for all hours worked, effective January 1, 2020.  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. Employe es 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 nic kel. 
(B) Every 	

employe r  shall  pay  to  each  employee,  on the	
   established  pay day  for	 the  pe	riod  invo lved,	  not  less  than the
applicable  minimu m  wage	
   for  all  hours  worke d in  the  payroll  period,  whether  the remu neration  is  measured  by  time,  piece, 
commission, or otherwise.  (C)When  an	
 employe e works a split shift,  one	
  (1) hour?s pay  at	 the minimu m wage shall  be paid in addition  to the minimum
wa ge for that work day, except when the employee resides at the place of  employment. 
(D) The  pr	
ovisions  of this section shall  not	  apply to apprentices regularl y indentured under	  the State Division  of Apprenticeship
Standards.  5.
REPORTING TIME PAY
(A) Each wor kday  an employ ee is 	
required  to report for work  and does  repor t, but	  is  not	  put  to work  or is  fur	nished less  than
half said employ ee?s usual  or scheduled day ?s wor k, the  employ ee shall  be paid f or 	
half  the usual  or scheduled day ?s wor k, b ut in 
no ev ent for  less  than two (2) hours  nor more  than four  (4)  hour s, at  the  employ ee?s	
 regular r ate of	 pay, which shall not  be less than 
the m	
inimum w age. 
(B) If an  em	
ploy ee is required to report f or w	 ork a second time in  any one w	orkday and is  fu r	nished less than  two (2) hours of
work  on the  second reporting, said employ ee shall be paid f or 	
two (2) hours  at the  employ ee?s regular r ate of 	pay, which shall  not 
be less than the minimum w age. 
(C) The foregoing reporting time pay provisions are not applicable when: (1) Operations  cannot  commence  or  contin ue due	
  to  threats  to  employees or  	 property; or  when  recommended  by  civil
authorities;  or 
(	
 2)Pu blic utilities fail to supply electr icity, w ate	
 r, 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 employ er?s control.
(D) This section shall  not apply to an employ ee on paid standby status who  is call	
ed to per f	orm assigned work  at a time other
than the em	
pl oy ee? s scheduled reporting time.

— 7  (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 worke
d shall also be recorded. Meal  periods during which  operations cease  and authorized rest periods  need not 
be recorded.  (4) Total wa ges paid each payroll  period, including value  of board, lodging, or other compensation actually  furnished to the 
employee.  (5) Total hours worke d in the payroll period and applicabl e rates of pay. This information shall be made readily availabl e to 
the employe e upon reasonable request. 
(6)  When a piece ra te or incentive plan  is in operation, piece ra tes or an explanation of the incentive plan formula shall be 
provided to employe es. An accurate production record shall be maintained by  the employer. 
(B)  Every  employe r  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  separa tely, an  itemize d  statement  in  writing 
showing: (1) all deductions; (2)  the inclusive dates of the  period fo r which the employe e is paid; (3) the name  of the employe e or 
the employe e’s social security number;  and (4) the name  of the employer,  provided all deductions made  on written orders of the 
employe e may be a ggregated and shown as one item. 
(C)  All  required  records  shall  be in the  English  language  and in  ink  or other  indelibl e  form,  properl y dated,  showing  month, 
day  and ye ar, and shall  be kept on file by  the employe r for at least three years  at the place  of employment  or at a centra l location 
within the State of California. An employe e’s records shall be available for inspection by the employe e upon reasonable request. 
(D)  Clocks shall be provided in all  major work areas or within reasonable distance thereto insofar as  practicable.8. 
CASH SHORT AGE AND BREAKA GENo  employe
r  shall make  any  deduction  from  the  wage or  require  any  reimbursement  from  an  employee  for  any  cash 
short age,  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  uniform s are required  by  the employer to be worn  by  the employee as a  condition  of employment,  such 
uniform s 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 equipmentshall  be  provided  and  maintained  by  the  employer,
 except  that  an  employee  whose  wages  are  at  least  two  (2)  times  the 
minimum wa ge provided herein may  be required to provide  and maintain  hand tools and equipment customari ly required by the 
tra de  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. 
A  reasonabl e  deposit  may  be  required as  security  fo r  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 employe e for such deposit. Such deposits shall be made 
pursuant  to Section  400 and following  of the  Labor Code  or an employe r with the prior written  authorization of the employe e may 
deduct  from  the  employee’s  last  check  the  cost of an  item  furnished  pursuant  to  (A) and  (B)  above in the  eve nt  said  item  is  not 
return ed. No deduction shall  be made at any time fo r normal we ar and  tear. All items  furnished by the employer shall be returned 
by the employe e upon completion of the job. 10.
MEALS AND  LODGING
(A) ―Meal‖ means an adequate,  well-balanced serving of a variety of wholesome,  nutritious fo ods.
(B)  ―Lodging‖  means living accommodations availabl e 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 minimu m wa ge  without  a  voluntary  written  agreement  between the 
emp loyer and  the  employee.  When  credit  fo r  meals or  lodging  is  used to  meet  part of the  employe r’s  minimum  wage  obligation, 
the amounts so credited may not be more than the following:  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

— 8  (D) Meals  evaluated 
as part  of the   minim um  wage  must  be bona   fide  meals  consistent  with  the  employ ee’s  work  shift.
Deductions shall not be made for meals not receiv ed nor lodging not used. 
(E) If,  as a condition  of employment,  the employ ee 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 employ er shall employ any person f or a work  period of more  than six (6) hours without a meal  period of not less  than
30  minute s, nor  	

more  than one (1)  hour. Subsequent meal  period for all employ ees shall  be called  not later  than six  (6) hours after 
the te rmination of the preceding meal period. 
(B) Unless  the employ ee is reliev ed of  	
 all duty  during a  30 minute meal  period, the meal  period shall  be considered  an ―on  duty‖
m	
eal  period  and counted  as time work ed. An ―on  duty‖  meal  period shall  be permitted only when  the nature  of the  work  prevents 
an employ ee from being reliev ed of all  duty  and when by written agreement  between t	
 he parties  an on-the -j	 ob paid meal period  is 
agreed to. The written agreement shall state that the employee may, in writing, revoke the agreement at any time.  (C)If an employ er fails  to provide  an 	
 employee a meal  per	 iod in accordance with  the applicab le pr ovisions  of this Order, the
employ er shall pay  the employ ee one  (1)  hour of  pa	
 y at the employ ee’s regular r ate of compensation f or each	  work day that the 
meal pe	
riod is not provided. 
(D) In	
 all places  of employment where employ ees are required  to eat  on the premises, a suitab le place f or that  purpose shall
be designated.  12.
REST PERIODS
(A) Every employ er shall  authorize  and permit all employ ees to  take rest  periods, which insof ar as  pr	
 acticable shall  be in the
middle  of each work  period. The  authorized  rest  period time shall  be based on the  total hours work ed daily  at the  rate  of ten  (10) 
mi nutes  net 	

rest time  per four  (	
 4) hours or major fraction thereof. However, a rest  period need  not be autho rized f or employ ees whose 
total  daily work time  is less than three  and one-half  (31
/2 ) hour
s. Autho rized rest  period time shall  be counted as hours 	
 worked for 
which there shall be no deduction from w ages. 
(B) If an  employ er  fails  to pro	
 vide an  employ ee  a  rest pe	 riod in  accordance  with  the  applicab le pr ovisions  of  this  Order,  the
employ er shall pay  the employ ee one  (1)  hour of  pay  at the employ ee’s regular r ate of compensation f or each work day  that the 
rest period is not provided. 
(C) Swimmers, dancers, skaters,  and other  per formers engaged  in s
 trenuous  physical activities shall have additional interim
rest periods during periods of actual rehearsal or shooting.  13.
CHANGE ROOMS AND RESTING FACILITIES
(A) Employers shall  provide suitab le lo cker s, closets,  or equivalent f or the  sa fekeeping  of employ ees’ outer  clothing  during
wor	

king  hours, and when required, f or their work clothing  during  non-working  hours. W	
 hen the occupation requires a change  of 
clothing, change rooms  or equi valent space shall  be provided  in order  that employ ees may change their clothing  in reasonab le 
privacy and comfor t. 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) Suitab le resting facilities shall  be provided  in an area separ ate from the toilet rooms and shall  be available to employees
during wor k hour s.  14.
SEATS
(A) All  working  employ ees  shall  be pr ovided  with  suitab le  seats  when  the  nature  of the   work  reasonab ly permits  the  use  of
seats.  (B) When employ ees 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 reasonab le comfort consistent with industry-wide standards Room 
occupied alone ...........................................................   $51.73/
week  $6	

1.13/
week  $
56.43/
week 
Room  shared	
  .......................................................................   $	
 42.70/
week  $50	
.46/
week  $46	
.58/
week 
Apartment  — two	

  thirds  (2/3)	
  of the  ordinary  rental value,  and in no 
event	
 more than   ................................................................. 
Where  a couple  are both	
  employed  by the  employer,  two thirds (2/3)  
of 	
the ordinary rental  value, and in no event	
  more than ...	 .......
MEALS 
Breakfast  ........................................................................\
....   $3.
98  $4	
 .70
  $4	 .34 
Lunch  .................................................................................	
  $5.47 
$6.47  $5	
.97 
Dinner  ................................................................................
  $7	

.34
  $8	 .68  $8.01 
$621.28/
month
  $919.02	
/
month $677.75/
month
$1086.07/ month
$734.21/
month
$1002.56/month 
$1002.56/
month
$677.75/
month
$46.58/
week
$56.43/
week
LODGING
  JANUARY 1, 2017
 
26 or More 	
 25 or Fewer 
Employees Employees 
EFFECTIVE	

:
For  an	

  employer  who employs: $49.38/
week 
$4	

0.76/
week 
$3

.80  
$5.22  
$ 7	

.09  
$593.05
/
month
month 
$

877.2
7/$	
 47.03/
week 
$38.82	

/
week 
$3.62  
$4.97  
$

6.68  
$564.81
/
month
month 
$	

835.49
/$5	 1.73/
week 
$4	

2.70/
week 
$3

.98  
$5	
 .47  
$7

.35  
$6	
21.29/
month
month 
$919.0
4
/ $49.38/
week 
$4	

0.76/
week 
$3.80  
$	

5.22  
$7.01 
$593.
05/
month
month 
$877.2
6/ $4.34
$5.97 $8.01 JANUARY 1, 2018
 
26 or More 25 or Fewer  Employees Employees  J
ANUARY	
  1, 2019
 
2 6	

 or More 25 or  Fe	
wer 
Employees Employees  J
ANUARY 1, 2020  
26	

 or More 25 or Fewer 
Em	

ployees Employees

? 9  16.
ELEVATORS
Adequate  elev ator, escalator  or  similar service consistent with industry-wide standards f or the  nature  of the  process  and the
w	
ork performed shall be provided when employees are employ ed four floors or more above or below  g	
 round level. 17.
EXEMPTIONS
If,  in the  opinion  of the  Division after  due investigation,  it is  found  that the  en	
 forcement of any pro	vision 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, El ev ator s, would  not materially  aff	
 ect the welfare  or comfort  of employ ees and would work  an undue hardship  on	 the 
employer, ex e	
mption may  be made at the  discretion  of the  Division. Such  exemptions shall  be in 	writing  to be  effective  and may be 
revok ed  after  reasonab le  notice  is gi ven  in   writing. Application  f or ex emption  shall  be made  by the  employ er or   by  the  employee 
and/or  the  employ ee?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  REPORT S
(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 p rovided by law, any employe r 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 employe e for each pay  period during which  the employee was underpaid  
in addition to  the amount which is sufficient to recover unpaid wa ges. 
(2)  Subsequent Violations  ? $100.00 for each underpaid employe e 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 receiv e payment of all wages recovered.
(B) The  Labor Commissioner may also issue citations pursuant  to Labor   Code §  1197.1 for non-payment  of w ages  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 unautho rized  or 	
prohibited by statute,  the remaining  provisions 
thereof  shall  not be  affected  thereby,  b ut	
  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 employ er shall k eep a cop	
y  of this Order posted  in an  area frequented by employ ees where  it may  be easily read  during
the  work day. Where  the location  of work  or other  conditions  make this impractical, every employ er shall k eep a copy  of this Order 
and make it available to every employ ee upon request. Q
UESTIONS AB OUT ENFORCEMENT of  the Indust rial 
Welfar e 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: B akersfield,  El Centro,   Fr esno, L ong Beach,  Los Angeles, 
Oakland, R edding, Sacramento, S alinas, San Bern ardino,  San 
Diego,  San Fra ncisco, San J	
ose,  Santa Ana,  Santa Barbara , Santa 
Rosa, Stock ton, Van Nuys.  SUMMARIES I
N OTHER L ANGUAG	
 ES 
Th e Depar tment o f Industria l Relations will mak e summarie s of wa ge 
and hour requirements in this Or der available in Spanish, Chinese 
and cer tain other langu ages when it is f easible to do so. Mail y our 
request fo r such summaries to the Depart ment at: 
P.O.  Box  420603, Sa n Francisco, CA 94142-0 603. 
RESUMEN EN OTRO S IDIOMAS 
El  Depart amento  de Relaciones  Industriales	

 confe ccionará  un  re- 
sumen  sobre los requisitos  de salario  y horario  de esta  Disposición 
en  español,  chino  y algunos  otros idiomas  cuando sea posibl e 
hacerlo.  Envíe  por correo  su pedido  por dicho s resúmenes  al  De- 
part amento a : P.O. Box 420603, S an Francisco, C A 94142-0 603.  Depart
ment of Industrial Relations  
P.O.  Box  420603  
San F rancisco, CA 94 142-0603  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  c	
omfort.  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	
, res	ting 
rooms, and change rooms during hours of use. 
    (D) Federal and State energy guidelines s	
hall prevail over any conflicting provision of this section.

Other California Labor Law Posters 5 PDFS

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Poster Name Poster Type
Mandatory California Law Prohibits Workplace Discrimination and Harassment Workplace Violence Law
Mandatory Notice to Employees - Injuries caused by Work Workers Compensation Law
Mandatory Whistleblower Protections Whistleblower Law
Mandatory Unemployment Insurance Benefits Unemployment Law
Mandatory Paid Sick Leave Sick Leave Law

View all 30 California labor law posters


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Source: http://www.laborposters.org/california/32-industrial-welfare-commission-iwc-wage-order-12-poster.htm