California Free Printable General Labor Law Poster Posters California Industrial Welfare Commission (IWC) Wage Order #14 Agricultural Occupations Poster

The Industrial Welfare Commission (IWC) Wage Order #14 Agricultural Occupations is a general labor law poster poster by the California Department Of Industrial Relations. This poster is mandatory for some employers, including employers in agricultural occupations.

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


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-iwcarticle14.pdf.

OFFICIAL N	O	TICE	 	
 	
INDUSTRIAL	 WEL	FARE COMMISSION 	
ORDER N	O. 14	-2001	 	
REGUL	ATING	 	
W	AGES,	 HOURS AND	 W	ORKING CONDITIONS IN	 THE	 	 	
A	GRICU	L	TURAL OCCU	P	A	TIONS	 	
  	
Ef	fective Ja	nua	ry 1, 2002	 as amended	 	  	
Sections 4(A) and 10(C) amended and repu	blished 	by the Depa	rtment of Industrial Relations, 	
ef	fective 	July 1, 2014	, pu	rsuant to	 AB 10,	 Chapter 351,	 Statutes of 2013 and	 	
 AB 1835,	 Chapter 230,	 Statutes of 2006	 	
  	
This O	rder Must Be 	Posted	 Where Empl	oyees Can Read It Easi	ly 	    
   
   
   
   
  IWC FORM 1114 (R	ev. 07-2014	) 	
OSP 06 98772

—	1 	 	
• 	Please	 Post	 With	 This	 Side	 Showing	 • 	
OFFICIAL	 NOTICE	 	
Effective	 January	 1, 200	2 as amended	 	 	Sections	 4(A)	 and	 10(C)	 amended	 and	 republished	 by	 the	 Department	 of Industrial	 Relations,	 	
effective	 January	 1, 2007,	 pursuant	 to AB	 1835,	 Chapter	 230,	 Statutes	 of 2006	 	
INDUSTRIAL	 WEL	FARE	 COMMISSION	 	
ORDER	 NO.	 14	-2001	 	
REGUL	ATING	 	
W	AGES,	 HOURS	 AND	 WORKING	 CONDITIONS	 IN	 THE	 	 	
AGRIC	U	LTURAL	 OCC	U	PA	TIONS	 	
 	
TAKE	 NOTICE:	 To empl	oyers	 and	 representati	ves	 of persons	 working	 in indust	ries	 and	 occupations	 in the	 State	 of Cali	fornia: 	
The	 Depa	rtment	 of Indust	rial Relations	 amends	 and	 repu	blishes	 the	 mini	mum	 wage	 and	 meals	 and	 lodging	 credits	 in the	 Indust	rial 	
Welfare	 Commission	’s Orders	 as	 a result	 of legislation	 enacted	 (AB	 10	, Ch.  351, 	Stats	 of 2013	, amending	 section	 1182.12	 of 	
the  Cali	fornia  Labor  Cod	e, and	 AB  1835,  Ch.  230,  Stats of  2006	, adding  sections  1182.12  and 	1182.13  to  the  California  Labor 	
Code	 .)  The amendments and repu	blishing ma	ke no other changes to	 the IWC	’s Order	s. 	
 
1. APPLICABILITY	 OF	 ORDER	 	
This	 order	 shall	 apply	 to all persons	 empl	oyed	 in an	 agricultu	ral occupation	 whether	 paid	 on	 a tim	e, piece	 rate, commission,	 	
or other basi	s, except that:	 	
(A)	 No pr	ovision of this order shall apply to a	ny empl	oyee who is engaged in 	work which is p	rima	rily intellectual, manage	rial, 	
or creati	ve, and	 which	 requires	 exercise	 of discretion	 and	 independent	 judgment,	 and	 for which	 the	 remune	ration	 is not	 less	 than 	
two (2) times the monthly state mini	mum 	wage 	for full	-time empl	oyment.	 	
(B)	 No	 provision	 of this	 order	 shall	 apply	 to any individual	 who	 is the	 parent,	 spous	e, child,	 or legally	 adopted	 child	 of the 	
empl	oyer. 	
(C)	 Section	 5 of this	 order	 shall	 not	 apply	 to any empl	oyer who	 empl	oys fewer than	 five (5)	 persons	 covered	 by this	 orde	r. If 	
at any one	 time	 du	ring	 a calendar	 year	 an	 empl	oyer has	 five (5)	 or more	 empl	oyees	 covered	 by this	 orde	r, every provision	 of this 	
orde	r, including Section 5, Repo	rting	 Time 	Pay, shall apply to that empl	oyer throughout that calendar 	yea	r. 	
(D)	 No pr	ovision of this order shall apply to a	ny empl	oyee c	overed 	by Order N	o. 8 or 	Order N	o. 13, relating to indust	ries han	- 	
dling products after ha	rvest.	 	
(E)	 The	 provisions	 of this	 order	 shall	 not	 apply	 to any individual	 pa	rticipating	 in a national	 se	rvice	 pro	gram,	 such	 as	 Ame	ri- 	
Co	rps, car	ried	 out	 using	 assistance	 provided	 under	 Section	 12571	 of Title	 42	 of the	 United	 States	 Cod	e. (See	 Stat	s. 2000,	 ch.	 365, 	
amending Labor Code Section 1171.)	 	
(F)	 Sections	 3, 4(A)	-(D),	 5, 6, 9, 11,	 12,	 and	 13	 of this	 order	 shall	 not	 apply	 to an	 empl	oyee	 engaged	 to work as	 a ― sheepherde	r,‖ 	
as	 that	 occupation	 is defined	 in Section	 2 (N).	 Otherwis	e, this	 orde	r, including	 Section	 4 (A),	 shall	 apply	 to any workweek	 du	ring 	
which a sheepherder empl	oyee is engaged in a	ny non	-sheepherding a	gricultu	ral or other 	work. 	
(G)	 Section	 3 of this	 order	 shall	 not	 apply	 to an	 empl	oyee	 licensed	 pursuant	 to Article	 3 (commencing	 with	 Section	 7850)	 of 	
Chapter 1 of 	Part 3 of Division 6 of the Fish and Game Code who se	rves as a cr	ew member on a commercial fishing 	vessel.	 	
 
2. DEFINITIONS	 	
(A)	 ―Commission‖	 means the Indust	rial Welfare Commission of 	the State of Cali	fornia.	 	
(B)	 ―Division‖	 means the Division of Labor Standards En	forcement of the State of Cali	fornia.	 	
(C)	 ―Empl	oy‖ means to engag	e, suf	fer, or pe	rmit to 	work. 	
(D)	 ―Empl	oyed in an a	gricultu	ral occupation‖	 means a	ny of the 	following desc	ribed 	occupations:	 	
(1)	 The	 prepa	ration,	 car	e, and	 treatment	 of farm land,	 pipelin	e, or ditche	s, including	 leveling	 for agricultu	ral pu	rpose	s, 	
plowing, discing, and 	fertilizing the soil;	 	
(2)	 The s	owing and planting of a	ny a	gricultu	ral or ho	rticultu	ral commodity;	 	
(3)	 The	 care	 of any agricultu	ral or ho	rticultu	ral commodity;	 as	 used	 in this	 subdivision,	 ―care‖	 includes	 but is not	 limited	 to 	
culti	vation, ir	rigation, 	weed control, thinning, heating, p	runing, or tying, fumigating, sp	raying, and dusting;	 	
(4)	 The	 ha	rvesting	 of any agricultu	ral or ho	rticultu	ral commodit	y, including	 but not	 limited	 to picking,	 cutting,	 threshing, 	
mowing,	 kno	cking	 off, field	 chopping,	 bunching,	 baling,	 balling,	 field	 pa	cking,	 and	 placing	 in field	 containers	 or in the	 vehicle	 in 	
which the commodity will be	 hauled, and t	ranspo	rtation on the 	farm or to a place of first processing or dist	ribution;	 	
(5)	 The	 assem	bly and	 sto	rage	 of any agricultu	ral or ho	rticultu	ral commodit	y, including	 but not	 limited	 to, loading,	 road	 sid	- 	
ing, banking, sta	cking, binding, and 	piling;	 	
(6)	 The	 raising,	 feeding	 and	 management	 of livesto	ck, fur	 bea	ring	 animal	s, poult	ry, fish,	 mollusk	s, and	 insect	s, including 	
but not limited to herding, housing, hatching, milking, shea	ring, handling egg	s, and 	extracting hon	ey; 	
(7)	 The ha	rvesting of fish, as defined 	by Section 45 of the Fish and Game Cod	e, for commercial sale;	 	
(8)	 The conse	rvation, impr	ovement or maintenance of such 	farm and its tools and equipment.	 	
(E)	 ―Empl	oyee‖	 means a	ny person empl	oyed 	by an empl	oyer.

—	2 	 	
(F)	 ―Empl	oyer‖	 means	 any person	 as	 defined	 in Section	 18	 of the	 Labor	 Cod	e, who	 directly	 or indirectl	y, or through	 an	 agent 	
or a	ny other person, empl	oys or 	exercises control 	over the 	wage	s, hour	s, or 	working conditions of a	ny person.	 	
(G)	 ―Hours	 worked‖ means	 the	 time	 du	ring	 which	 an	 empl	oyee	 is subject	 to the	 control	 of an	 empl	oyer, and	 includes	 all the 	
time the empl	oyee is suf	fered or pe	rmitted to 	work, whether or not required to do s	o. 	
(H)	 ―Minor‖	 mean	s, for the pu	rpose of this orde	r, a	ny person under the age of 18 	year	s. 	
(I) ―Non	-sheepherding 	work‖ means a	ny work except the 	work defined in Section 2(N) bel	ow. 	
(J)	 ―Open	 range	 sheepherding‖	 mean	s, gene	rally, sheepherding	 on	 land	 that	 is not	 culti	vated,	 but produces	 nati	ve forage 	
(―br	owse‖	 or herbaceous	 food	 that	 is availa	ble to livesto	ck or game	 animals)	 for animal	 consumption,	 and	 includes	 land	 that	 is 	
re-vegetated	 natu	rally	 or artificially	 to provide	 forage	 cover that	 is managed	 like range	 vegetation.	 The	 range	 may be	 on	 private, 	
fede	ral,	 or state	 land.	 Typicall	y, the	 land	 is not	 only	 non	-culti	vated,	 but not	 suita	ble for culti	vation	 because	 it is rocky, thin,	 semia	rid, 	
or otherwise	 poo	r. Als	o, ma	ny acres	 of range	 land	 are	 required	 to graze one	 animal	 unit	 (five sheep)	 for one	 month.	 By	 its very 	
natur	e, open 	range sheepherding is conducted 	over wide 	expanses of land, such as thousands of acre	s. 	
(K)	 ―Outside	 salesperson‖	 means	 any person,	 18	 years	 of age	 or over, who	 customa	rily and	 regula	rly works more	 than	 half 	
the	 working	 time	 away from	 the	 empl	oyer’s place	 of business	 selling	 tangi	ble or intangi	ble items	 or obtaining	 orders	 or cont	racts 	
for product	s, se	rvices or use of 	facilitie	s. 	
(L)	 ―Piece 	rate basis‖	 is a method of p	ayment based on units of production or a f	raction thereo	f. 	
(M)	 ―Prima	rily‖	 as used in 	Section 1, Applicabilit	y, means more than one	-half the empl	oyee	’s work tim	e. 	
(N)	 ―Sheepherder‖	 means	 any individual	 who	 is empl	oyed	 to do	 any of the	 following:	 tend	 flo	cks of sheep	 grazing	 on	 range	 or 	
pasture;	 move sheep	 to and	 about	 an	 area	 assigned	 for grazing;	 prevent	 sheep	 from	 wande	ring	 or becoming	 lost,	 or using	 trained 	
dogs	 to round	 up	 strays and	 protect	 sheep	 against	 predators	 and	 the	 eating	 of poisonous	 plants;	 assist	 in the	 lambing,	 do	cking, 	
and	 shea	ring	 of sheep;	 provide	 water	 or feed	 supplementa	ry rations	 to sheep;	 or per	form the	 work of a sheepherder	 pursuant	 to 	
an	 appr	oved	 job	 order	 filed	 under	 the	 provisions	 of Section	 101(a)(15)(H)(ii)(a)	 of the	 fede	ral Immi	gration	 and	 Nationality	 Act	 (com	- 	
monly re	ferred to as the	 ―H	-2A‖	 pro	gram (see 8 	U.S.C. Section 1101 et seq.), or a	ny successor pr	ovision	s. 	
(O)	 ―Shift‖	 means designated hours of 	work by an empl	oyee, with a designated beginning time and quitting tim	e. 	
(P)	 ―Split	 shift‖	 means	 a work schedule	 which,	 is inter	rupted	 by non	-paid	 non	-working	 pe	riods	 esta	blished	 by the	 empl	oyer, 	
other than bona fide rest or meal pe	riod	s. 	
(Q)	 ―Wages‖	 includes	 all amounts	 for labor	 per	formed	 by empl	oyees	 of every desc	ription,	 whether	 the	 amount	 is fixed	 or as- 	
ce	rtained 	by the standard of tim	e, task, piec	e, commission basi	s, or 	other method of calculation.	 	
(R)	 ―Workd	ay‖ means a	ny consecuti	ve 24 hours beginning at the same time each calendar d	ay. 	
(S)	 ―Workweek‖	 means	 any seven	 (7)	 consecuti	ve days, sta	rting	 with	 the	 same	 calendar	 day each	 week.	 ―Workweek‖	 is a fixed 	
and regula	rly recur	ring pe	riod of 168 hour	s, s	even (7) consecuti	ve 24	-hour pe	riod	s. 	
 
3. HOURS	 AND	 DAYS	 OF	 W	ORK	 	
(A)	 The	 following	 overtime	 provisions	 are	 applica	ble to empl	oyees	 18	 years	 of age	 or over and	 to empl	oyees	 16	 or 17	 years	 	
of age	 who	 are	 not	 required	 by law to attend	 school:	 such	 empl	oyees	 shall	 not	 be	 empl	oyed	 more	 than	 ten	 (10)	 hours	 in any one 	
workd	ay or more	 than	 six	 (6)	 days in any workweek	 unless	 the	 empl	oyee	 recei	ves	 one	 and	 one	-half	 (11/2) times	 such	 empl	oyee	’s 	
regular	 rate	 of pay for all hours	 worked	 over ten	 (10)	 hours	 in any workd	ay and	 for the	 first	 eight	 (8)	 hours	 on	 the	 seventh	 (7th)	 day 	
of work and	 dou	ble the	 empl	oyee	’s regular	 rate	 of pay for all hours	 worked	 over eight	 (8)	 on	 the	 seventh	 (7th)	 day of work in the 	
workweek.	 	
(See Cali	fornia Labor Cod	e, Sections 1391 and 1394)	 	
(VIOL	ATIONS	 OF	 CHILD	 LAB	OR	 LAWS	 are	 subject	 to civil	 penalties	 of from	 $500	 to $10,000	 as	 well as	 to criminal	 	
penalties  pr	ovided	 herein.	 Re	fer to Cali	fornia	 Labor	 Code	 Sections	 1285	 to 1312	 and	 1390	 to 1399	 for additional	 rest	rictions	 on	 	
the	 empl	oy- ment of minor	s. Empl	oyers should ask school dist	ricts about required 	work pe	rmit	s.) 	
(B)	 An	 empl	oyee	 may be	 empl	oyed	 on	 seven	 (7)	 workd	ays in one	 workweek	 with	 no	 overtime	 pay required	 when	 the	 total 	
hours	 of empl	oyment	 du	ring	 such	 workweek	 do	 not	 exceed	 30	 and	 the	 total	 hours	 of empl	oyment	 in any one	 workd	ay thereof	 do 	
not 	exceed six (6).	 	
(C)	 The	 provisions	 of subsection	 (A)	 ab	ove shall	 not	 apply	 to an	 empl	oyee	 covered	 by this	 order	 du	ring	 any week	 in which 	
more than half of such empl	oyee	’s working time is d	evoted to per	forming the duties of an ir	rigato	r. 	
(D)	 The pr	ovisions of this section are not applica	ble to empl	oyees whose hours of se	rvice are regulated 	by: 	
(1)	 The	 United	 States	 Depa	rtment	 of Transpo	rtation	 Code	 of Fede	ral Regulation	s, Title	 49,	 Sections	 395.1	 to 395.13,	 Hours 	
of Se	rvice of D	rivers;	 or 	
(2)	 Title	 13	 of the	 Cali	fornia	 Code	 of Regulation	s, subchapter	 6.5,	 Section	 1200	 and	 following	 section	s, regulating	 hours 	
of d	rivers. 	
(E)	 This	 section	 shall	 not	 apply	 to any empl	oyee	 covered	 by a collecti	ve bargaining	 agreement	 if said	 agreement	 provides 	
premium	 wage	 rates	 for overtime	 work and	 a cash	 wage	 rate	 for such	 empl	oyee	 of not	 less	 than	 one	 dollar	 ($1.00)	 per	 hour	 more 	
than the mini	mum 	wag	e. 	
 
4. MINIMUM	 W	AGES	 	
(A)	 Every empl	oyer shall	 pay to each	 empl	oyee	 wages	 not	 less	 than	 nine	 dollars	 ($9.0	0) per	 hour	 for all hours	 worked,	 	
effecti	ve July 1, 2014	, and	 not	 less	 than	 ten	 dollars	 ($10	.00)	 per	 hour	 for all hours	 worked,	 effecti	ve Janua	ry 1, 2016	, except:	 	
LEARNERS:	 Empl	oyees	 du	ring	 their	 first	 160	 hours	 of empl	oyment	 in occupations	 in which	 they have no	 previous	 similar	 or 	
related 	expe	rienc	e, m	ay be paid not less than 85 percent of the mini	mum 	wage rounded to the nearest ni	ckel. 	
(B)	 Every empl	oyer shall	 pay to each	 empl	oyee, on	 the	 esta	blished	 payday for the	 pe	riod	 involved,	 not	 less	 than	 the	 applica	ble

—	3 	 
mini	mum	 wage	 for all hours	 worked	 in the	 payroll	 pe	riod,	 whether	 the	 remune	ration	 is measured	 by tim	e, piec	e, commission,	 or 	
otherwis	e. 	
(C)	 When	 an	 empl	oyee	 works a split	 shift,	 one	 (1)	 hour	’s pay at the	 mini	mum	 wage	 shall	 be	 paid	 in addition	 to the	 mini	mum 	
wage 	for that 	workd	ay, except when the empl	oyee resides at the place of empl	oyment.	 	
(D)	 The	 provisions	 of this	 section	 shall	 not	 apply	 to apprentices	 regula	rly indentured	 under	 the	 State	 Division	 of Apprenticeship 	
Standard	s. 	
(E)	 Effecti	ve July	 1, 2001,	 the	 mini	mum	 wage	 for all sheepherders	 shall	 be	 $1,050.00	 per	 month;	 effecti	ve July	 1, 2002	 the 	
mini	mum	 wage	 for all sheepherders	 shall	 be	 $1,200.00	 per	 month.	 Wages	 paid	 to sheepherders	 shall	 not	 be	 offset	 by meals	 or 	
lodging pr	ovided 	by the empl	oyer. 	
 
5. REPO	RTING	 TIME	 PAY 	
(A)	 Each	 workd	ay an	 empl	oyee	 is required	 to repo	rt for work and	 does	 repo	rt, but is not	 put	 to work or is furnished	 less	 than	 	
half	 said	 empl	oyee	’s usual	 or scheduled	 day’s work, the	 empl	oyee	 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)	 hour	s, at the	 empl	oyee	’s regular	 rate	 of pay, which	 shall	 not	 be	 less	 than 	
the mini	mum 	wag	e. 	
(B)	 If an	 empl	oyee	 is required	 to repo	rt for work a second	 time	 in any one	 workd	ay and	 is furnished	 less	 than	 two (2)	 hours	 of 	
work on	 the	 second	 repo	rting,	 said	 empl	oyee	 shall	 be	 paid	 for two (2)	 hours	 at the	 empl	oyee	’s regular	 rate	 of pay, which	 shall	 not 	
be less than the mini	mum 	wag	e. 	
(C)	 The 	foregoing repo	rting time p	ay pr	ovisions are not applica	ble when:	 	
(1)	 Ope	rations	 cannot	 commence	 or conti	nue	 due	 to threats	 to empl	oyees	 or prope	rty;	 or when	 recommended	 by civil 	
autho	rities;	 or 	
(2)	 Pu	blic utilities 	fail to supply elect	ricit	y, wate	r, or ga	s, or there is a 	failure in the pu	blic utilitie	s, or s	ewer system;	 or 	
(3)	 The inter	ruption of 	work is caused 	by an Act of God or other cause not within the empl	oyer’s control.	 	
(D)	 This	 section	 shall	 not	 apply	 to an	 empl	oyee	 on	 paid	 stand	by status	 who	 is called	 to per	form assigned	 work at a time	 other 	
than the empl	oyee	’s scheduled repo	rting tim	e. 	
 
6. LICENSES	 FOR	 DISABLED	 W	ORKERS	 	
(A)	 A license	 may be	 issued	 by the	 Division	 autho	rizing	 empl	oyment	 of a person	 whose	 ea	rning	 capacity	 is impaired	 by physical	 	
disability	 or mental	 deficiency	 at less	 than	 the	 mini	mum	 wag	e. Such	 licenses	 shall	 be	 granted	 only	 upon	 joint	 application	 of empl	oyer 	
and empl	oyee and empl	oyee	’s representati	ve if a	ny. 	
(B)	 A special	 license	 may be	 issued	 to a nonprofit	 organization	 such	 as	 a sheltered	 workshop	 or rehabilitation	 facility	 fixing 	
special mini	mum 	rates to ena	ble the empl	oyment of such persons without requi	ring individual licenses of such empl	oyee	s. 	
(C)	 All	 such	 licenses	 and	 special	 licenses	 shall	 be	 ren	ewed	 on	 a yea	rly basis	 or more	 frequently	 at the	 discretion	 of the	 Divi	- 	
sion.	 
(See Cali	fornia Labor Cod	e, Sections 1191 and 1191.5)	 	
 
7. RECORDS	 	
(A)	 Every empl	oyer shall 	keep accu	rate in	formation with respect to each empl	oyee including the 	following:	 	
(1)	 Full nam	e, home addres	s, occupation and social secu	rity 	numbe	r. 	
(2)	 Birth dat	e, if under 18 	year	s, and designation as a mino	r. 	
(3)	 Time	 records	 sh	owing	 when	 the	 empl	oyee	 begins	 and	 ends	 each	 work pe	riod.	 Meal	 pe	riod	s, split	 shift	 inte	rvals	 and 	
total	 daily	 hours	 worked	 shall	 also	 be	 recorded.	 Meal	 pe	riods	 du	ring	 which,	 ope	rations	 cease	 and	 autho	rized	 rest	 pe	riods	 need	 not 	
be recorded.	 	
(4)	 Total	 wages	 paid	 each	 payroll	 pe	riod,	 including	 value	 of board,	 lodging,	 or other	 compensation	 actually	 furnished	 to the 	
empl	oyee. 
(5)	 Total	 hours	 worked	 in the	 payroll	 pe	riod	 and	 applica	ble rates	 of pay. This	 information	 shall	 be	 made	 readily	 availa	ble to 	
the empl	oyee upon reasona	ble request.	 	
(6)	 When	 a piece	 rate	 or incenti	ve plan	 is in ope	ration,	 piece	 rates	 or an	 explanation	 of the	 incenti	ve plan	 formula	 shall	 be 	
provided to empl	oyee	s. An accu	rate production record shall be maintained 	by the empl	oyer. 	
(B)	 Empl	oyers	 of sheepherders	 shall	 keep	 accu	rate	 information	 with	 respect	 to sheepherder	 empl	oyee	s, including	 an	 itemi	zed 	
statement	 sh	owing	 applica	ble rates	 of pay for sheepherding	 and	 any applica	ble non	-sheepherding	 agricultu	ral or other	 work, all 	
deduction	s, dates of pe	riod 	for which paid, name and social secu	rity 	number (if a	ny) of empl	oyee, and name of empl	oyer. 	
(C)	 Every empl	oyer shall	 semimonthly	 or at the	 time	 of each	 payment	 of wages	 furnish	 each	 empl	oyee, either	 as	 a detacha	ble 	
pa	rt of the	 che	ck, draft,	 or voucher	 paying	 the	 empl	oyee	’s wage	s, or sepa	ratel	y, an	 itemi	zed	 statement	 in writing	 sh	owing:	 (1)	 all 	
deductions;	 (2)	 the	 inclusi	ve dates	 of the	 pe	riod	 for which	 the	 empl	oyee	 is paid;	 (3)	 the	 name	 of the	 empl	oyee	 or the	 empl	oyee	’s 	
social	 secu	rity numbe	r; and	 (4)	 the	 name	 of the	 empl	oyer, provided	 all deductions	 made	 on	 written	 orders	 of the	 empl	oyee	 may be 	
ag	gregated and sh	own as one item.	 	
(D)	 Every empl	oyer of a sheepherder	 shall	 an	nually	 notify	 the	 sheepherder	 of his	 or hers	 rights	 and	 obligations	 under	 state 	
and 	fede	ral l	aw. 	
(E)	 All	 required	 records	 shall	 be	 in the	 English	 language	 and	 in ink	 or other	 indeli	ble form,	 prope	rly dated,	 sh	owing	 month,	 day 	
and	 yea	r, and	 shall	 be	 kept	 on	 file	 by the	 empl	oyer for at least	 three	 years	 at the	 place	 of empl	oyment	 or at a cent	ral location	 within 	
the State of Cali	fornia.	 An empl	oyee	’s records shall be 	availa	ble 	for inspection 	by the empl	oyee upon reasona	ble request.

—	4 	 
8. CASH	 SHO	RTAGE	 AND	 BREAK	AGE	 	
No	 empl	oyer shall	 ma	ke any deduction	 from	 the	 wage	 or require	 any reim	bursement	 from	 an	 empl	oyee	 for any cash	 sho	rtag	e, 	
breakag	e, or loss	 of equipment,	 unless	 it can	 be	 sh	own	 that	 the	 sho	rtag	e, breakag	e, or loss	 is caused	 by a dishonest	 or willful	 act, 	
or 	by the 	gross negligence of the empl	oyee. 	
 
9. UNIFORMS	 AND	 EQUIPMENT	 	
(A)	 When	 uni	forms	 are	 required	 by the	 empl	oyer to be	 worn by the	 empl	oyee	 as	 a condition	 of empl	oyment,	 such	 uni	forms	 	
shall	 be	 provided	 and	 maintained	 by the	 empl	oyer. The	 term ―uni	form‖	 includes	 wea	ring	 apparel	 and	 accesso	ries	 of distincti	ve 	
design or colo	r. 	
NOTE:	 This section shall not apply to protecti	ve apparel regulated 	by the Occupational Sa	fety and Health Standards Board.	 	
(B)	 When	 tools	 or equipment	 are	 required	 by the	 empl	oyer or are	 necessa	ry to the	 per	formance	 of a job, such	 tools	 and	 equipment 	
shall be pr	ovided and maintained 	by the empl	oyer, except that an empl	oyee whose 	wages are at least t	wo (2) times the mini	mum 	
wage	 provided	 herein	 may be	 required	 to provide	 and	 maintain	 hand	 tools	 and	 equipment	 customa	rily required	 by the	 trade	 or craft. 	
This subsection (B) shall not apply to apprentices regula	rly indentured under the State Division of Apprenticeship Standard	s. 	
NOTE:	 This section shall not apply to protecti	ve equipment and sa	fety d	evices on tools regulated 	by the Occupational Sa	fety 	
and Health Standards Board.	 	
(C)	 A reasona	ble deposit	 may be	 required	 as	 secu	rity for the	 retu	rn of the	 items	 furnished	 by the	 empl	oyer under	 provisions	 of 	
subsections (A) and (B) of this section 	upon issuance of a receipt to the empl	oyee 	for such deposit.	 Such deposits shall be made 	
pursuant	 to Section	 400	 and	 following	 of the	 Labor	 Code	 or an	 empl	oyer with	 the	 prior	 written	 autho	rization	 of the	 empl	oyee	 may 	
deduct	 from	 the	 empl	oyee	’s last	 che	ck the	 cost	 of an	 item	 furnished	 pursuant	 to (A)	 and	 (B)	 ab	ove in the	 event	 said	 item	 is not 	
retu	rned.	 No	 deduction	 shall	 be	 made	 at any time	 for no	rmal	 wear	 and	 tea	r. All	 items	 furnished	 by the	 empl	oyer shall	 be	 retu	rned 	
by the empl	oyee upon completion of 	the jo	b. 	
 
10.	 MEALS AND LODGING	 	
(A)	 ―Meal‖	 means an adequat	e, well-balanced se	rving of a 	variety of wholesom	e, nutritious 	food	s. 	
(B)	 ―Lodging‖	 means	 living	 accommodations	 availa	ble to the	 empl	oyee	 for full	-time	 occupancy	 which	 are	 adequat	e, decent,	 and 	
sanita	ry according to usual and customa	ry standard	s. Empl	oyees shall not be required to share a bed.	 	
(C)	 Meals	 or lodging	 may not	 be	 credited	 against	 the	 mini	mum	 wage	 without	 a volunta	ry written	 agreement	 bet	ween	 the	 em- 	
ployer and	 the	 empl	oyee. When	 credit	 for meals	 or lodging	 is used	 to meet	 pa	rt of the	 empl	oyer’s mini	mum	 wage	 obligation,	 the 	
amounts so credited m	ay not be more than the 	following:	 	   	
 	Effective	 	Effective	 	
LODGING	 	July 1, 2014	 	January 1, 2016	 	
 	
Room occupied alone………	……………………..….… 	$42.33 per week	 	$47.03 pe	r 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	 pe	r mon	th 	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 m	on	th 	
 
 
$835.49	 pe	r mon	th 	 MEALS	 	 	 	
Breakfast………………………………………………….	 	$3.26	 	$3.62	 	
Lunch……………………………………………………...	 	$4.47	 	$4.97	 	
Dinner……………………………………………………...	 	$6.01	 	$6.68	 	
 
(D)	 Meals	 evaluated	 as	 pa	rt of the	 mini	mum	 wage	 must	 be	 bona	 fide	 meals	 consistent	 with	 the	 empl	oyee	’s work shift.	 Dedu	c- 	
tions shall not be made 	for meals not recei	ved or lodging not used.	 	
(E)	 If, as	 a condition	 of empl	oyment,	 the	 empl	oyee	 must	 live at the	 place	 of empl	oyment	 or occu	py qua	rters	 owned	 or under 	
the control of the empl	oyer, then the empl	oyer m	ay not charge rent in 	excess of the 	values listed herein.	 	
(F)	 Paragraphs	 (C),	 (D),	 and	 (E)	 ab	ove shall	 not	 apply	 to sheepherder	s. Every empl	oyer shall	 provide	 to each	 sheepherder 	
not	 less	 than	 the	 mini	mum	 monthly	 meal	 and	 lodging	 benefits	 required	 to be	 provided	 by empl	oyers	 of sheepherders	 empl	oyed 	
under	 the	 provisions	 of the	 H-2A	 pro	gram	 of the	 Immi	gration	 and	 Nationality	 Act	 [8 U.S.C Section	 1101	 et seq],	 or any successor 	
provision	s. 	
(G)	 Fixed	 Site	 Housing:	 A sheepherder	 not	 engaged	 in open	 range	 sheepherding,	 shall	 be	 provided	 with	 fixed	 site	 housing	 that 	
complies with all the 	following standards and requirements:	 	
(1)	 Toilets (which m	ay include po	rtable toilets) and bathing 	facilities (which m	ay include a po	rtable 	facility).	 	
(2)	 Heating (which m	ay include a camp st	ove or other sources of heat).	 	
(3)	 Indoor Lighting.	 	
(4)	 Pota	ble hot and cold 	wate	r. 	
(5)	 Cooking 	facilities and utensil	s.

—	5 	 	
(6)	 Ref	rige	ration	 for pe	risha	ble foodstuffs	 (which	 may include	 ice	 chest	s, provided	 that	 ice	 is deli	vered	 to the	 sheepherde	r, 	
as needed, to maintain a conti	nuous tempe	rature required to retard spoilage and assure 	food sa	fety).	 	
(7)	 Fixed	 Site	 Housing	 Inspections:	 housing	 that	 is erected	 for sheepherders	 at fixed	 locations	 shall	 be	 an	nually	 inspected	 by 	
the	 State	 of Cali	fornia	 Empl	oyment	 Development	 Depa	rtment	 for compliance	 with	 Paragraph	 (F)	 of this	 section,	 unless	 the	 empl	oyer 	
recei	ves a statement in	 writing from the Empl	oyment D	evelopment Depa	rtment that there are no such inspectors 	availa	ble. 	
(H)	 Mobile	 Housing:	 When	 a sheepherder	 is engaged	 in open	 range	 sheepherding,	 the	 empl	oyer shall	 provide	 mobile	 hous	- 	
ing	 that	 complies	 with	 all standards	 and	 inspection	 requirements	 presc	ribed	 for mobile	 sheepherder	 housing	 by the	 United	 States 	
Depa	rtment	 of Labor	 then	 in effect.	 Such	 housing	 shall	 be	 inspected	 and	 appr	oved	 an	nually	 by an	 inspector	 from	 the	 Empl	oyment 	
Development	 Depa	rtment	 unless	 the	 empl	oyer recei	ves	 a statement	 in writing	 from	 the	 Empl	oyment	 Development	 Depa	rtment	 that 	
there are no such inspectors 	availa	ble. 	
 
11.	 MEAL PERIODS	 	
Every empl	oyer shall	 autho	rize and	 pe	rmit	 all empl	oyees	 after	 a work pe	riod	 of not	 more	 than	 five (5)	 hours	 to take a meal	 	
pe	riod	 of not	 less	 than	 30	 minute	s, except	 that	 when	 a work pe	riod	 of not	 more	 than	 six	 (6)	 hours	 will	 complete	 the	 day’s work the 	
meal pe	riod m	ay be 	waived 	by mutual consent of empl	oyer and empl	oyee. Unless the empl	oyee is reli	eved of all duty du	ring a 	30 	
minute	 meal	 pe	riod,	 the	 meal	 pe	riod	 shall	 be	 considered	 an	 ―on	 duty‖	 meal	 pe	riod	 and	 counted	 as	 time	 worked.	 An	 ―on	 duty‖	 meal 	
pe	riod	 shall	 be	 pe	rmitted	 only	 when	 the	 nature	 of the	 work prevents	 an	 empl	oyee	 from	 being	 reli	eved	 of all duty	 and	 when	 by writ- 	
ten a	greement bet	ween the pa	rties an on	-the	-job paid meal pe	riod is a	greed t	o. 	
 
12.	 REST PERIODS	 	
Every empl	oyer shall	 autho	rize and	 pe	rmit	 all empl	oyees	 to take rest	 pe	riod	s, which	 inso	far as	 practica	ble shall	 be	 in the	 middle	 	
of each	 work pe	riod.	 The	 autho	rized	 rest	 pe	riod	 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	 thereo	f. However, a rest	 pe	riod	 need	 not	 be	 autho	rized	 for empl	oyees	 whose	 total 	
daily	 work time	 is less	 than	 three	 and	 one	-half	 (31/2) hour	s. Autho	rized	 rest	 pe	riod	 time	 shall	 be	 counted	 as	 hours	 worked	 for which 	
there shall be no deduction from 	wage	s. 	
 
13.	 SE	ATS	 	
When	 the	 nature	 of the	 work reasona	bly pe	rmits	 the	 use	 of seat	s, suita	ble seats	 shall	 be	 provided	 for empl	oyees	 working	 on	 	
or at a machin	e. 	
 
14.	 OTHER	 W	ORKING	 CONDITIONS	 APPLICAB	LE	 TO SHEEPHERDERS	 	
Sheepherders shall be pr	ovided with all of the 	following at each 	work site:	 	
(A)	 Regular	 mail	 se	rvic	e, which,	 in the	 case	 of open	 range	 location	s, shall	 mean	 mail	 deli	very not	 less	 frequently	 than	 once 	
every s	even d	ays. 	
(B)	 An	 approp	riate	 form of com	munication,	 including	 but not	 limited	 to a radio	 and/or	 telephon	e, which	 will	 allow sheepherders 	
to com	municate	 with	 empl	oyers, health	 care	 provider	s, and	 government	 regulator	s. Empl	oyers	 may charge	 sheepherders	 for all 	
others use	s. 	
(C)	 Visitor access to fi	xed site housing and, when p	ractica	ble to mobile housing.	 	
 
15.	 EX	EMPTIONS	 	
If, in the	 opinion	 of the	 Division	 after	 due	 investigation,	 it is found	 that	 the	 en	forcement	 of any provisions	 in Section	 7, Records;	 	
Section	 11,	 Meal	 Periods;	 Section	 12,	 Rest	 Periods;	 or Section	 13,	 Seat	s, would	 not	 mate	rially	 affect	 the	 welfare	 or com	fort of 	
empl	oyees	 and	 would	 work an	 undue	 hardship	 on	 the	 empl	oyer, exemption	 may be	 made	 at the	 discretion	 of the	 Division.	 Such 	
exemptions	 shall	 be	 in writing	 to be	 effecti	ve any may be	 revoked	 after	 reasona	ble notice	 is given	 in writing.	 Application	 for exem	p- 	
tion	 shall	 be	 made	 by the	 empl	oyer or by the	 empl	oyee	 and/or	 the	 empl	oyee	’s representati	ve to the	 Division	 in writing.	 A co	py of 	
the application is filed with the Division.	 	
 
16.	 FILING REPO	RTS	 	
(See Cali	fornia Labor Cod	e, Section 1174(a))	 	
 
17.	 INSPECTION	 	
(See Cali	fornia Labor Cod	e, Section 1174)	 	
 
18.	 PENA	LTIES	 	
(See Cali	fornia Labor Cod	e, Section 1199)	 	
(A)	 In addition	 to any other	 civil	 penalties	 provided	 by law, any empl	oyer or any other	 person	 acting	 on	 behalf	 of the	 empl	oyer 	
who violate	s, or causes to be violated, the pr	ovisions of this orde	r, shall be subject to the civil penalty of:	 	
(1)	 Initial	 Violation	—$50.00	 for each	 unde	rpaid	 empl	oyee	 for each	 pay pe	riod	 du	ring	 which	 the	 empl	oyee	 was	 unde	rpaid 	
in addition to an amount which is sufficient to rec	over unpaid 	wage	s. 	
(2)	 Subsequent	 Violations	—$100.00	 for each	 unde	rpaid	 empl	oyee	 for each	 pay pe	riod	 du	ring	 which	 the	 empl	oyee	 was 	
unde	rpaid in addition to an amount which is sufficient to rec	over unpaid 	wage	s.

—	6 	 	
(B)	 Any empl	oyer or any other	 person	 acting	 on	 behalf	 of the	 empl	oyer who	 empl	oys sheepherders	 and	 who	 requires	 them	 to 	
engage in non	-sheepherding duties shall be subject to the 	following penalties:	 	
(1)	 Initial	 violations	—a civil	 penalty	 of one	 week	’s pay computed	 on	 a basis	 of a 60	 hour	 workweek	 and	 a wage	 of n less 	
than the current mini	mum 	wage in ef	fect.	 	
(2)	 Second	 violation	—a civil	 penalty	 of one	 month	’s pay computed	 on	 a basis	 of a 252	 hour	 month	 and	 a wage	 of no	 less 	
than the current mini	mum 	wage in ef	fect.	 	
(3)	 Third and subsequent violation	—a civil penalty equal to the cost of the cont	ract of the appr	oved	 ―H2A‖	 job 	orde	r. 	
(C)	 The af	fected empl	oyee shall recei	ve p	ayment of all 	wages rec	overed.	 	
(D)	 The	 Labor	 Commissioner	 may also	 issue	 citations	 pursuant	 to Labor	 Code	 Section	 1197.1	 for non	-payment	 of wages	 for 	
overtime 	work in violation of this orde	r. 	
 
19.	 SE	PARABILITY	 	
If the	 application	 of any provision	 of this	 Orde	r, or any section,	 subsection,	 subdivision,	 sentenc	e, claus	e, ph	ras	e, word,	 or 	
po	rtion	 of this	 Order	 should	 be	 held	 invalid	 or unconstitutional	 or unautho	rized	 or prohibited	 by statut	e, the	 remaining	 provisions 	
thereof	 shall	 not	 be	 affected	 there	by, but shall	 conti	nue	 to be	 given	 full	 force	 and	 effect	 as	 if the	 pa	rt so	 held	 invalid	 or unconstit	u- 	
tional had not been included herein.	 	
 
20.	 POSTING OF ORDER	 	
Every empl	oyer shall	 keep	 a co	py of this	 Order	 posted	 in an	 area	 frequented	 by empl	oyees	 where	 it may be	 easily	 read	 du	ring	 	
the	 workd	ay. Where	 the	 location	 of work or other	 conditions	 ma	ke this	 imp	ractical,	 every empl	oyer shall	 keep	 a co	py of this	 Order 	
and ma	ke it 	availa	ble to 	every empl	oyee upon request.	 	
   
   
 	
QUESTIONS	 ABOUT ENFORCEMENT	 of the Indust	rial 	
Welfare Commission	 orders	 and	 repo	rts of violations	 should	 be	 	
directed	 to the Division	 of Labor	 Standards	 En	forcement.	 A listing	 of 	
the	 DLSE	 offices is	 bel	ow on	 this	 wage	 orde	r. Look	 in the	 white	 pages	 	
of your	 telephone directo	ry under	 CALIFORNIA,	 State	 of, Indust	rial 	
Relations	 for the address	 and	 telephone	 number	 of the	 office	 	
nearest	 you.	 The	 Div	i- sion	 has	 offices	 in the	 following	 cities:	 	
Ba	kersfield,	 El Centr	o, Fresn	o, Long	 Beach,	 Los	 Angele	s, Oakland,	 	
Redding,	 Sac	rament	o, Salina	s, San	 Be	rnardin	o, San	 Dieg	o, San	 	
Francisc	o, San	 Jos	e, Santa 	Ana, 	Santa Barba	ra, Santa Rosa, 	
Sto	ckton,	 Van Nuy	s. 	   	
SUMMARIES IN 	OTHER LANG	UA	GES	 	
The Depa	rtmen	t of Industria	l Relation	s will mak	e summarie	s of wage 	and	 hour	 requirements	 in this	 Order	 availa	ble in Spanish,	 Chinese 	and	 certain	 other	 langu	ages when	 it is feasi	ble to do so.	 Mail	 your 	request 	for su	ch summaries to the Depa	rtment at:	 	P.O. box 420603,	 San	 Francisco,	 CA	 94142	-0603.	 	
RESUMEN EN 	OTROS IDIOMAS	 	
El Depa	rtamento	 de Relaciones	 Industriales	 con	feccionara	 un re- 	sumen	 sobre	 los	 requisitos	 de salario	 y horario	 de esta	 Disposicion 	en español,	 chino	 y algunos	 otros idiomas	 cuando	 sea	 posi	ble 	hacerlo.	 Envie por	 correo	 su pedido	 por	 dichos	 resumenes	 al 	Depa	rtamento	 a: P.O. box 420603,	 San	 Francisco,	 CA	 94142	-0603.	 	   
 	Depa	rtment of Industrial Relations	 	P.O. box 420603	 	San Francisco,	 CA 94142	-0603

—	7 	 
All complaints	 are	 handled	 confidentiall	y.  For further	 information	 or to file your	 complaint	s, contact	 the State	 of Cali	fornia at the following	 depa	rtment	 offices:	 	 Division	 of Labor	 Standa	rds 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	 Antoni	o, Room	 120	 	San	 Jos	e, CA 	 95113	 	408	-277	-1266	 	 	 	 	
EL CENT	RO 	Division	 of Labor	 Standards	 Enforcement	 	1550	 W. Main	 St. 	El Centr	o, CA 	 92643	 	760	-353	-0607	 	
SACRAMEN	TO 	Division	 of Labor	 Standards	 Enforcement	 	2031	 Howe Ave, Suite	 100	 	Sac	rament	o, CA 	 95825	 	916	-263	-1811	 	
SAN	TA 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	 	SAN	TA BAR	BARA	 	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	 Perdid	o, Room	 3 	Fresn	o, CA 	 93710	 	Salina	s, CA 	 93906	 	Santa	 Barba	ra, 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	 	SAN	TA ROSA	 	300	 Oceangat	e, 3rd  Floor	 	464	 West 4th  Street,	 Room	 348	 	Division	 of Labor	 Standards	 Enforcement	 	Long	 Beach,	 CA 	 90802	 	San	 Bernardin	o, 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	 	STOCK	TON	 	320 W . Fourth St., Suite 450	 	7575	 Metropolitan,	 Room	 210	 	Division	 of Labor	 Standards	 Enforcement	 	Los Angeles,  CA 90013	 	San	 Dieg	o, CA 	 92108	 	31 E. Channel	 Street,	 Room	 317	 	213	-620	-6330	 	619	-220	-5451	 	Sto	ckton,	 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	 Francisc	o, CA 	 94102	 	6150 	Van Nuys	 Boul	evard,	 Room	 206	 	510	-622	-3273	 	415	-703	-5300	 	Van Nuy	s, CA 	 91401	 	 	 	818	-901	-5315	 	
 	 	 	 	SAN	 FRANCISCO	 – HEAD	QUARTERS	 	Division	 of Labor	 Standards	 Enforcement	 	455	 Golden	 Gate	 Ave. 9th  Floor	 	San	 Francisc	o, CA 	 94102	 	415	-703	-4810	 	
 	
 	 	 	
  
   
   
   
   
 
EMPL	OYERS:    	 Do not send	 copies	 of your	 alte	rnati	ve workweek	 	election	 ballots	 or election	 procedure	s. 	
Only	 the results	 of the alte	rnati	ve workweek	 election	 	shall	 be mailed	 to: 	  	Depa	rtment	 of Indust	rial Relations	 	Office of Policy, Research and Legislation	 	P.O. Box 420603	 	San	 Francisc	o, CA 	 94142	-0603	 	(415)	 703	-4780	 	
Prevailing	 Wage	 Hotline	 (415)	 703	-4774

Other California Labor Law Posters 5 PDFS

There are an additional 29 optional and mandatory California labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.

Poster Name Poster Type
Mandatory Notice to Employees - Injuries caused by Work Workers Compensation Law
Mandatory Whistleblower Protections Whistleblower Law
Mandatory Paid Sick Leave Sick Leave Law
Mandatory Emergency Phone Numbers Miscellaneous Law
Mandatory Payday Notice Miscellaneous Law

View all 30 California labor law posters


Get a 2018 California all-in-one labor law poster

Instead of printing out pages of mandatory California and Federal labor law posters, you can purchase a professional, laminated all-in-one labor law poster that guarantees compliance with all California and federal posting requirements. Fully updated for 2018!

Get 2018 All-In-One Poster Now

Poster Sources:

Disclaimer:

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

** This Document Provided By LaborPosters.org **
Source: http://www.laborposters.org/california/34-industrial-welfare-commission-iwc-wage-order-14-poster.htm