California Industrial Welfare Commission (IWC) Wage Order #15 Household Occupation Poster

OFFICIAL NOTICE  	
INDUSTRIAL  WELFARE COMMISSION 
ORDER  NO. 15- 2001  
REGULATING  
WAGES,  HOURS AND WORKING CONDITIONS IN  THE 	
HOUSEHOLD  OCCUPATIONS 	
Effective January 1, 2002 as  amended 	
 	
Sections 4(A) and 10(C) amended and republished by the Department of  Industrial 
Relations, effective January 1, 2023 , pursuant to SB 3, Chapter 4, Statutes of 2016  and 
section 1182.13 of the Labor Code  	
 	
This Order  Must  Be Posted  Where  Employees  Can Read  It  Easily  	
 
 
 
 
 
 
 
 
 
 
 
 
 	IWC FORM 1115 (Rev.  11/2022) 
OSP 06  98773

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TAKE  NOTICE:  To  employers  and  representatives  of  persons  working  in industries  and  occupations  in  the  State  of  California:	 	
The  Department  of Industrial  Relations  amends  and  republishes  the  minimum  wage  and meals  and  lodging  credits  in  the	 	
Industrial Welfare   Commission’s  Orders  as  a  result  of  legislation  enacted  ( SB   3,  Ch.  4 ,  Stats  of  2016 ,  amending section 
1182.12 of the California Labor Code) , and pursuant to section 1182.13 of the California Labor Code. The amendments  and	
 	
republishing make no other changes to the IWC ’s Orders.  
1. APPLICABILITY OF  ORDER 	
This order shall apply to all persons employed in household occupations whether paid on a time, piece rate, commission,  or	 	
other  basis,  unless  such  occupation  is performed  for an  industry  covered  by an  industry  order  of  this  Commission,  except  that:  	
(A) 	Provisions of Sections 3 through 12 of this order shall not apply to persons employed in administrative, executive, or  pro -	 	
fessional capacities. The following requirements shall apply in determining whether an  employee’s duties meet the test to  qualify	 	
for an exemption from those  sections: 	
(1) 	Executive Exemption A person employed in an executive capacity means any  employee:  
(a) 	Whose duties and responsibilities  involve the management of the enterprise in which he/she is employed or of   a	 	
customarily recognized department or subdivision thereof; and 	
(b)  	Who customarily and regularly directs the work of two or more other employees therein;  and  	
(c) 	Who  has the  authority  to  hire  or  fire  other  employees  or  whose  suggestions  and  recommendations  as  to  the  hiring	 	
or  firing  and as to  the  advancement  and  promotion  or  any  other  change  of status  of  other  employees  will  be  given  particular  weight;	 	
and 	
(d)  	Who customarily and regularly exercises discretion and independent judgment;  and 	
(e)  	Who is primarily engaged in duties which meet the test of the exemption. The activities constituting exempt  work	 	
and non- exempt work shall be construed in the same manner as such items are construed in the following regulations under  the	 	
Fair  Labor  Standards  Act  effective  as of  the  date  of this  order:  29 C.F.R.  Sections  541.102,  541.104- 111, and  541.115 -116.  Exempt	 	
work  shall  include,  for example,  all  work  that  is  directly  and closely  related to exempt  work and  work  which  is  properly  viewed  as a	 	
means for carrying out exempt functions. The work actually performed by the employee during the course of the workweek  must,	 	
first  and  foremost,  be  examined  and the amount  of time  the employee  spends on  such  work,  together  with  the  employer’s  realistic	 	
expectations and the realistic requirements of the  job, shall be considered in determining whether the employee satisfies this  
requirement.  	
(f) 	Such  an employee  must  also  earn  a  monthly  salary  equivalent  to  no  less  than two  (2)  times  the  state  minimum	 	
wage  for full -time  employment.  Full -time  employment  is defined  in Labor  Code  Section  515(c)  as  40  hours  per  week. 	
(2) 	Administrative Exemption. A person employed in an administrative capacity means any  employee:  
(a) 	Whose duties and  responsibilities involve  either:  
(i) 	The performance of office or non- manual work directly related to management policies or general  business	 	
operations of his employer or his/hers  employer’s customers; or  	
(ii)  	The  performance  of functions  in  the  administration  of a  school  system,  or  educational  establishment  or institu-	 	
tion,  or of   a  department  or  subdivision  thereof,  in  work  directly  related  to the  academic  instruction  or training  carried on  therein;	 	
and 	
(b) 	Who customarily and regularly exercises discretion and independent judgment;  and 	
(c)  	Who  regularly  and  directly  assists a  proprietor,  or  an  employee  employed in  a  bona  fide  executive  or  administrative	 	
capacity (as such terms are defined for purposes of this section);  or  	
(d)  	Who performs under only general supervision work along specialized or technical lines requiring special  training,	 	
experience, or knowledge;  or  	
(e)  	Who executes under only general supervision special assignments and tasks;  and  	
(f) 	Who is primarily engaged in duties which meet the test of the exemption. The activities constituting exempt  work	 	
and non- exempt work shall be construed in the same manner as such terms are construed in the following regulations under  the	 	
Fair  Labor  Standards  Act  effective  as of  the  date  of this  order  29  C.F.R.  Sections  541.201- 205, 541.207- 208, 541.210,  and  541.215.  	
 	 	
  	 	 	 	 	 	
 	  	 	 	 	
 	 	 	 	 	 	 	 	 	 	 	 	
 	  	 	 	 	  	  	 	 	 	 	
 	 	 	 	 	 	
INDUSTRIA L  WEL FARE  CO MMISSI ON 
O RDER  N O. 15- 2001  
REGULATING  
WAGES,  HO URS  AND WORKING  CO NDITIONS  IN  THE  	
HOU	S	E	H	OLD	 OC	CU	P	A	T	IO	NS

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Exempt work  shall  include,  for  example,  all  work  that  is  directly  and closely  related to exempt  work and  work  which  is  properly  viewed	 as 
a means for carrying out exempt  functions. The work actually performed by  the employee during the course of the workweek	
 must, 
first and foremost, be examined and the amount of time the employee spends on such work, together with the  employer’s	
 realistic 
expectations  and  the  realistic  requirements  of  the  job, shall  be  considered  in determining  whether the  employee  satisfies	
 this 
requirement.  	
(g) 	Such  employee  must also  earn  a monthly  salary  equivalent  to  no less  than two  (2) times  the  state  minimum wage	 	
for full -time employment. Full -time employment is defined in Labor Code Section 515(c) as 40 hours per  week.  	
(3)  	Professional  Exemption A person employed in  a professional  capacity  means any  employee  who meets  all  of	 the fol - 	
lowing  requirements:  	
(a) 	Who  is licensed  or  certified  by the  State  of California  and  is primarily  engaged  in the  practice  of one  of  the  following	 	
recognized  professions:  law,  medicine,  dentistry, optometry,  architecture,  engineering,  teaching,  or  accounting;  or 	
(b)  Who	 is prima rily	 engaged	 in an	 oc cupation	 commonly	 rec ogn ized	 as a lea rned	 or artist ic	 profess ion.	 For	 the	 pu rpo ses	 	
of th is	 subse ction,	 ”learned	 or artistic	 pro fessi	on”	 means	 an	 employ ee	 who	 is primarily	 engaged	 in the	 perform ance	 of:	 	
(i) 	Work  requiring knowledge of  an advanced  type in a field  or science  or  learning customarily  acquired by a  pro -	 	
longed course of specialized intellectual instruction and  study, as distinguished from a general academic education and from  an	 	
apprenticeship, and  from  training  in the  performance  of routine  mental, manual,  or  physical  processes,  or  work  that  is  an  essential	 part 
of or necessarily incident to any of the above work;  or  	
(ii)  	Work that is original and creative in character in a recognized field of artistic endeavor (as opposed to  work	 	
which can be produced by a person endowed with general manual or intellectual ability and training), and the result of which  de-	 	
pends primarily on the invention, imagination, or talent of the employee or work that is an essential part of or necessarily  incident	 to 
any of the above work;  and 	
(iii)  	Whose  work is  predominantly  intellectual  and  varied  in character  (as  opposed  to routine  mental, manual,  
mechanical, or physical work) and is of such character that the output produced or the result accomplished cannot be  standardized	
 	
in relation to a given period of time.  	
(c) 	Who customarily and regularly exercises discretion and independent judgment in the performance of duties  set	 	
forth in subparagraphs (a) and  (b). 	
(d) 	Who  earns  a monthly  salary  equivalent  to  no  less  than  two (2)  times  the  state  minimum  wage  for full -time  
employ	
ment.  	
(e) 	Subparagraph  (b) above  is intended  to be  construed  in accordance  with the  following  provisions  of federal  law  as  	
they  existed  as  of  the  date  of  this  order: 29  C.F.R.  Sections  541.207,  541.301(a) -(d),  541.302,  541.306,  541.307,  541.308,  
and  541.310.  	
(f) 	Notwithstanding  the provisions  of  this  subparagraph,  pharmacists  employed  to engage  in the  practice  of pharmacy,	 	
and  registered  nurses employed  to engage  in  the  practice  of  nursing,  shall not  be  considered  exempt professional  employees,  nor	 shall  
they  be  considered  exempt from  coverage  for the  purposes  of  this  subparagraph  unless they  individually  meet  the criteria	
 established  
for exemption as executive or administrative  employees.  	
(g) 	Subparagraph (f) above shall not apply to the following advanced practice  nurses: 
(i) 	Certified  nurse midwives  who are  primarily  engaged  in performing  duties for  which  certification  is required	 	
pursuant to Article 2.5 (commencing with Section 2746) of Chapter 6 of Division 2 of the Business and Professions  Code.  	
(ii) 	Certified  nurse anesthetists  who  are  primarily  engaged  in performing  duties for  which certification  is required	 	
pursuant to Article 7 (commencing with Section 2825) of Chapter 6 of Division 2 of the Business and  Professions Code.  	
(iii) 	Certified nurse  practitioners who are  primarily  engaged  in performing  duties for  which  certification is  required	 	
pursuant to Article 8 (commencing with Section 2834) of Chapter 6 of Division 2 of the Business and Professions  Code.  	
(iv) 	Nothing in this subparagraph shall  exempt the occupations set forth in clauses (i), (ii), and (iii) from  meeting	 	
the requirements of subsection 1(A)(3)(a)-(d) above.  	
(h) 	Except,  as  provided  in subparagraph  (i), an  employee  in the  computer  software  field who is  paid  on an  hourly  basis	 	
shall be  exempt, if all of the following  apply: 	
(i) 	The  employee  is primarily  engaged  in work  that  is  intellectual  or  creative  and requires  the  exercise  of  discretion	 	
and independent  judgment.  	
(ii) 	The employee is primarily engaged in duties that consist of one or more of the  following: 
– The application of systems analysis techniques and procedures, including consulting with users, to  deter-	 	
mine hardware, software, or system functional  specifications.  	
– The design,  development,  documentation,  analysis,  creation,  testing,  or modification  of computer  systems	 	
or programs, including prototypes, based on and related to user or system design  specifications. 	
– The documentation,  testing,  creation,  or  modification  of computer  programs  related  to the  design  of software	 	
or hardware for computer operating  systems. 	
(iii) 	The  employee  is highly  skilled  and  is proficient  in  the  theoretical  and  practical  application  of highly  specialized	 	
information  to computer  systems  analysis, programming,  and  software  engineering.  A job  title  shall  not be  determinative  of the	 	
applicability of this  exemption. 	
(iv) 	The employee’s hourly rate of pay  is not less than forty-one dollars ($41.00). The Office of Policy,  Research	 	
and  Legislation  shall adjust  this pay  rate  on October   1 of each  year  to  be  effective  on  January   1 of the  following  year by  an

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span of hours for a day of work shall be no more than 12  hours, except under the following  conditions: 	
(1) 	The employee shall  have at least three (3) hours free of duty during the 12 hours span of work. Such off -duty  hours	 	
need  not be  consecutive,  and  the  schedule  for same  shall be  set by  mutual  agreement  of  employer  and  employee,  provided  that 	
(2) 	An employee who is required or permitted to work during scheduled off -duty hours or during the 12 consecutive  off-	
duty  hours  shall  be compensated  at  the rate  of  one  and  one -half  (1	1/2)  times  the  employee ’s  regular  rate  of  pay  for  all  such  
hours	
 worked.  
(B) 	No  LIVE -IN employee  shall   be  required  to  work  more  than  five  (5)  days  in   any  one  workweek  without  a	 day  
off  of  not  less  than  24 consecutive  hours  except   in   an   emergency   as   defined   in   subsection   2(D),   provided   that  the 
employee is compensated for time worked in  excess  of  five  (5)  workdays  in   any   workweek   at   one   and  one-half
 (11/2) 
times  the  employee’s  regular  rate  of pay  for  hours  worked  up to and  including  nine (9) hours.  Time  worked  in excess  of nine
 
(9) hours on the sixth (6	
th) and seventh (7	th) workdays shall be compensated at double the  employee’s regular rate of  pay. 	
(C)  	The  following  overtime provisions  are  applicable  to non- LIVE -IN  employees  18  years  of  age  or over  and  to employees  16  or	 	
17  years  of age  who are  not  required  by law  to attend  school and are not  otherwise  prohibited by law  from  engaging  in the  subject	 	
work. Such employees shall not be employed more than eight (8) hours in any workday or more than 40 hours in any  workweek	 	
unless  the employee  receives one and one- half (1	1/2) times  such  employee’s  regular  rate  of pay  for  all  hours  worked  over 40  hours	 	
in the  workweek.  Eight  (8)  hours  of  labor  constitutes  a  day’s  work.  Employment  beyond  eight (8)  hours  in  any  workday  or  more  than	 	
six (6)  days in any workweek is permissible provided the employee is compensated for such overtime at not less  than:  	
(1) 	One  and  one-half  (1	1/2) times  the employee’s  regular rate  of pay  for  all  hours  worked  in excess of  eight (8)  hours  up to	 	
and including 12 hours in any  workday, and for the first eight (8) hours worked on the seventh (7	th) consecutive day  of work in a	 	
workweek;  and 	
(2)  	Double  the employee’s  regular rate  of pay  for all  hours  worked  in excess  of  12  hours  in any  workday  and for all  hours	 	
worked in excess of eight (8) hours on the seventh (7	th) consecutive  day of work in a  workweek. 	
(3) 	The  overtime  rate of  compensation  required to be paid  to a nonexempt  full-time  salaried  employee  shall be  computed	 	
by using the employee’s regular hourly salary as one- fortieth (1/40) of the employee’s weekly salary.  	
(D) 	One  and  one -half  (1	1/2)  times  a  minor’s  regular rate  of  pay  shall  be  paid  for all  work  over  40  hours  in  any  workweek  except	 	
minors 16 and 17 years old who are not required by  law to attend school and may therefore be employed for the same hours  as	 	
an adult are subject to subsections (A) and (B) or (C)  above.  
( VIOLATIONS  OF  CHILD  LABOR  LAWS are  subject  to  civil  penalties  of  from  $500  to $10,000  as well  as  to  criminal	
 	
penalties. Refer to California Labor Code Sections 1285 to 1312 and 1390 to 1399 for additional restrictions on  the	 employment of 
minors  and for  descriptions  of criminal and  civil penalties  for violation  of the  child  labor  laws.  Employers  should	
 ask school  districts 
about any required work  permits.)  	
(E) 	An employee  may be  employed  on seven  (7)  workdays  in  one  workweek  with  no  overtime  pay required  when the total	 	
hours of employment during such workweek do not exceed 30 and the total hours of  employment in any one workday thereof do	 	
not exceed six  (6). 	
(F) 	The  provisions  of  Labor  Code  Sections  551  and 552  regarding  one (1) day’s  rest  in  seven  (7)  shall  not be  construed  to	 	
prevent an accumulation of  days of rest when the nature of the employment reasonably requires the employee to work seven  (7)	 	
or more consecutive days; provided, however, that in each calendar month, the employee shall receive the equivalent of one  (1)	 	
day’s rest in  seven (7). 	
(G) 	Except as provided in subsections (D) and (F), this section shall not apply to any employee covered by  a valid collective	 	
bargaining  agreement if  the  agreement  expressly  provides  for  the  wages,  hours  of  work,  and  working  conditions  of  the  employees,	 	
and  if the  agreement  provides  premium  wage  rates for  all  overtime  hours worked  and a  regular  hourly  rate  of pay  for  those	 	
employees of not less than 30 percent more than the state minimum  wage.  	
(H) 	Notwithstanding subsection (G) above, where the employer and a labor  organization representing employees of the em-	 	
ployer  have  entered  into a valid  collective  bargaining  agreement pertaining  to the  hours  of  work  of  the  employees,  the  requirement	 	
regarding  the equivalent  of  one  (1)  day’s  rest  in  seven  (7) (see  subsection  (F) above) shall apply, unless  the  agreement  expressly	 	
provides otherwise.  	
(I) 	If an  employer  approves  a  written  request  of  an  employee  to make  up work  time  that is  or would  be lost  as  a  result  of  a	 	
personal obligation of the employee, the hours of that makeup work time, if performed in the same workweek in which the  work	 	
time was lost, may not be counted toward computing the total number of hours worked in a day for purposes of the overtime  
requirements, except  for  hours  in  excess  of  11  hours  of  work  in  one  (1) day  or  40  hours  of  work  in  one  (1) workweek.  If  an  employee	 	
knows  in  advance  that he/she  will  be  requesting  makeup time for  a  personal  obligation  that will  recur  at  a  fixed  time over  a  succession 
of weeks, the employee  may request to make up work time for up to four (4) weeks in advance; provided,  however, that the	
 makeup  
work  must  be  performed  in the  same  week that  the  work  time  was  lost.  An  employee  shall provide  a  signed  written request
 for each 
occasion that the employee makes a request to make up work time pursuant to this subsection. While an employer  may
 inform an 
employee of this makeup time option, the employer is prohibited from encouraging or otherwise soliciting an  employee
 to request 
the  employer’s  approval to take personal time off and make up the work hours within the same workweek pursuant  to	
 this 
subsection.  	
4. MINIMUM  WAGES 	
(A) 	Every employer shall pay to each employee wages not less than the following:  	
(1) 	 All employers, regardless of the number of employees, shall pay to each employee fifteen dollars and fifty cents 
($15.50) per hour for all hours worked, effective January 1, 2023. 	
(2) 	 Prior to January 1, 2023, any employer who employs 26 or more employees shall pay to each employee wages 
not less than the following: 
(a)     Thirteen dollars ($13.00) per hour for all hours worked, effective January 1, 2020;  
(b)  Fourteen dollars ($14.00) per hour for all hours worked, effective January 1, 2021; and

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For further information or to file your complaints, visit https://www.dir.ca.gov/dlse/dlse.html	 or  contact the State of California at  the following department offices:  	 California Labor  Commissioner's  Office,  also known  as,  Division  of  Labor  Standards  Enforcement  (DLSE)  
 
BAKERSFIELD  Labor	 Commissioner's	 Office/DLSE	 	REDDING Labor	 Commissioner's	 Office/DLSE	 	SAN JOSE  Labor Commissioner's 	Offfice/DLSE	 	7718 Meany	 Ave.	 	Bakersfield, CA   93308 
661 -587 -3060  	250 Hemsted Drive, 2nd Floor, Suite	 A 	Redding, CA   96002 530-225 -2655  	
100 Paseo De San 	Antonio, Room	 120	 	San Jose, CA   95113 408-277 -1266  	
 EL CENTRO  
Labor  Commissioner's  Office/DLSE  
1550 W. Main  St. 
El Centro, CA  92 243	
  
760 -353 -0607  	
 	SACRAMENTO  
Labor  Commissioner's  Office/DLSE  
2031 Howe Ave, Suite  100 
Sacramento, CA  95825  
916 -263 -1811  	 	SANTA  ANA 
Labor Commissioner's  Office/DLSE  
 2 MacArthur Place Suite 800	 
Santa Ana, CA   9270 7 
714 -558 -4910  	
 FRESNO  
Labor  Commissioner's  Office/DLSE  
770 E. Shaw Ave., Suite 222	 	
 	SALINAS 
Labor  Commissioner's  Office/DLSE  
950	 E. Blanco	 Rd.,	 Suite	 204	 	
 	SANTA BARBARA  
Labor Commissioner's  Offfice/DLSE 
411 E. Canon 	Perdido, 	Room	 3 	Fresno, CA 	 93710	 	Salinas, CA	 93901	 	Santa Barbara, CA 	 93101	 	559	-244	-5340	 	831	-443	-3041	 	805	-568	-1222	 	
LONG	 BEACH	 	SAN	 BERNARDINO	 	 	
Labor	 Commissioner's	 Office/DLSE	 	300 Oceangate, 3	rd Floor	 	Labor	 Commissioner's	 Office/DLSE	 	464 West 4	th  Street, Room	 348	 	SANTA	 ROSA	 	Labor Commissioner's 	Offfice/DLSE	 	Long Beach, CA 	 90802	 	San Bernardino, CA 	 92401	 	50 ?D? Street, Suite	 360	 	562	-590	-5048	 	909	-383	-4334	 	Santa Rosa, CA 	 95404	 	
 	 	707	-576	-2362	 	
LOS	 ANGELES	 	SAN	 DIEGO	 	 	Labor	 Commissioner's	 Office/DLSE	 	Labor	 Commissioner's	 Office/DLSE	 	STOCKTON	 	320	 W. Fourth	 St.,	 Suite	 450	 	7575 Metropolitan	 Dr., Room	 210	 	Labor Commissioner's	 Office/DLSE	 	Los 	Angeles,  CA	 90013	 	San Diego, CA 	 92108	 	31 E. Channel Street, Room	 317	 	213	-620	-6330	 	619	-220	-5451	 	Stockton, CA	 95202	 	
 	 	209	-948	-7771	 	
OAKLAND	 	SAN	 FRANCISCO	 	 	Labor	 Commissioner's	 Office/DLSE	 	1515	 Clay	 Street,	 Room	 801	 	Labor	 Commissioner's	 Office/DLSE	 	455 Golden Gate Ave. 10	th  Floor	 	VAN	 NUYS	 	Labor	 Commissioner's	 Office/DLSE	 	Oakland,  CA	 94612	 	San Francisco, CA 	 94102	 	6150 Van 	Nuys 	Boulevard, Room	 206	 	510	-622	-3273	 	415	-703	-5300	 	Van Nuys, CA 	 91401	 	
 	 	818	-901	-5315	 	
OAKLAND	 – HEADQUARTERS	 	 	 	Labor	 Commissioner's	 Office/DLSE	 	 	 	1515	 Clay	 Street,	 Room	 1302	 	 	 	Oakland, CA	 94612	 	 	 	510	-285	-2118	 	 	 	[email protected]	 	 	 	
 
 
 
 
 
 
 
 
EMPLOYERS: Do not send copies of your  alternative workweek	 	election ballots or election  procedures.  
Only the results of the alternative workweek  election	
 	shall be mailed  to: 
 	
 	Department of Industrial  Relations  
Office of Policy, Research and  Legislation 
P.O.  Box 420603  
San Francisco, CA  94142 -0603	
 	(415)  703 -4780 	
Prevailing Wage Hotline (415)  703 -4774