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California Free Printable Labor Law Posters Posters California Industrial Welfare Commission (IWC) Wage Order #15 Household Occupation Poster

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

The Industrial Welfare Commission (IWC) Wage Order #15 Household Occupation is a labor law posters poster by the California Department Of Industrial Relations. This poster is mandatory for some employers, including employers in the household occupation.

This poster must be posted in a conspicuous place where all employees of any California household occupation will see it. Employers can also request if they need this poster in another language. This poster describes the standards and laws that must be followed in the household occupation. Such laws include minimum wage rate, working overtime, holding records, and regulations for disabled workers.


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 .

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, 2024 , 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  	
 
 	
Visit www.dir.ca.gov  	
 
 
 
 
 
 
 
 
 
 	IWC FORM 1115 (Rev.  11/2023) 
OSP 06  98773

—	1 	 
 	
 	
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

—	2 	 
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)  W ho	 is p rim aril y	 engaged	 in an	 o ccupation	 co mmonl y	 re cogn iz ed	 as a lea rned	 or a rtis tic	 pr ofe ssion.	 F or	 the	 pu rpo ses	 	
o f th is	 s ubs ection,	 ”lear ned	 or artistic	 pro fe ssi	on”	 m eans	 an	 em plo yee	 who	 is p rim arily	 engaged	 in the	 per fo rm an ce	 o f:	 	
(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

—	3 	 
amount equal  to  the  percentage  increase in the California  Consumer  Price  Index  for  Urban  Wage Earners  and  Clerical  Workers.	1 	 	
(i)  The  exemption  provided in subparagraph  (h) does  not  apply  to  an  employee  if any  of  the  following  apply: 	
(i) The  employee  is a trainee  or employee  in an  entry -level  position  who is  learning  to become  proficient  in  the  theoreti -	 	
cal and  practical  application  of highly  specialized  information  to  computer  systems  analysis,  programming,  and  software  engineering.  	
(ii) 	The employee is in a computer -related occupation but has not attained the level  of skill and expertise neces-	 	
sary to work independently and without close  supervision. 	
(iii) 	The  employee  is engaged  in  the  operation  of computers  or  in  the  manufacture,  repair,  or  maintenance  of	 	
computer hardware and related  equipment. 	
(iv) 	The  employee  is an  engineer,  drafter,  machinist,  or  other  professional  whose  work is  highly  dependent  upon	 	
or  facilitated  by the  use of  computers  and  computer  software  programs  and  who is  skilled  in  computer -aided  design  software,	 	
including CAD/CAM, but who is not in a computer systems analysis or programming  occupation. 	
(v) 	The employee is a writer engaged in writing material, including box labels, product descriptions,  documenta-	 	
tion,  promotional material,  setup  and installation  instructions, and other similar written  information,  either  for  print  or  for  on screen	 	
media or who writes or provides content material intended to be read by  customers, subscribers, or visitors to computer-related	 	
media  such as  the  World  Wide  Web  or CD -ROMs.  	
(vi) 	The  employee  is  engaged  in  any  of  the  activities  set  forth  in subparagraph  (h) for the  purpose  of  creating	 	
imagery for effects used in the motion picture, television, or theatrical  industry.  	
(B) 	Except  as  provided  in Sections  1,  2,  4,  10,  and  15, the provisions  of  this  order  shall not  apply  to personal  attendants.  The	 	
provisions  of this  order  shall not apply  to any  person  under the age of 18  who  is employed  as a  baby  sitter  for a minor  child of the	 	
employer in the employer’s  home.  	
(C) 	The provisions of this order shall not apply to any individual who is the parent, spouse, child, or legally adopted child  of	 the 
employer.  	
(D) 	The provisions of this order shall not apply to any individual participating in a national service program, such as  Ameri -	 	
Corps,  carried  out  using  assistance  provided under Section  12571 of Title  42  of the  United  States Code.  (See  Stats.  2000,  ch.  365,	 	
amending Labor Code Section  1171.) 
2. DEFINITIONS  	
(A) An	  “a	lte rnat iv e	 w ork week	 schedul	e ” m eans	 any	 regu la rly	 scheduled	 w ork week	 requ irin g	 an	 e m plo yee	 to w ork	 m ore	 than 
e ight	
 (8)	 hou rs	 in a 2 4-hour	 p eriod.	 	
(B)  “C ommissi	on”	 m eans	 the	 In dustr ial	 Welf are	 Com mission	 of the	 State	 of Ca li f o rn ia.	 	
(C)  “D iv isi	on”	 m eans	 the	 Di vision	 of Labor	 Standards	 E nforc em ent	 of the	 State	 of Ca li f o rn ia.	 	
(D)  	“Em ergenc y	” m eans	 an	 unp red ict able	 or un avo ida ble	 o ccur ren ce	 at un scheduled	 int erv a ls	 r equ ir ing	 immedi ate	 action.	 	
(E) “Em plo	y ” m eans	 to enga ge,	 su ffe r,	 or per mit	 to work.	 	
(F)  “Em plo ye e ”	 m eans	 any	 p e rson	 e m plo yed	 b y an	 e m plo ye r.	 	
(G)  	”Em plo ye r”	 m eans	 any	 pers on	 as defined	 in Se ction	 18	 o f the	 Labor	 Cod e,	 who	 d ir e ctly	 or indi re ctly ,	 or through	 an	 agent or	 	
a ny	 other	 p erson,	 e m plo ys	 or e xercises	 c ontrol	 o ver	 the	 w ages ,	 hours ,	 or w orking	 c o nd itions	 o f any	 person.	 	
(H)  “H ours	 work	ed”	 m eans	 the	 tim e	 du ring	 which	 an	 e m plo ye e	 is sub je ct	 to the	 control	 o f an	 e m plo ye r,	 and	 in cludes	 a ll the 
ti m e	
 the	 em plo yee	 is s uf fer ed	 or per mitted	 to wo rk,	 whet her	 or not	 requ ir ed	 to do	 s o .	 	
(I)  “H ou seho ld	 O ccupations ”	 means	 all s e rv ic es	 re lated	 to t he	 care	 o f perso ns	 or m aintenan ce	 o f a p rivate	 hou seh old	 or it s 
pre mises	
 by an	 e m plo yee	 of a p rivate	 hou seho ld er.	 Sa id	 o ccupations	 sha ll	 inc lude	 but	 not	 be	 lim ited	 to the	 fo llo wing:	 but le rs ,	 cha uffeur s,	 	
co mpani ons,	 co oks,	 d ay	 w ork e rs ,	 garden ers ,	 g ra d uate	 nurse s,	 g rooms ,	 house	 cleane rs ,	 hou sekeepe rs ,	 m aid s,	 p ra ctic a l n urse s,	 	
tuto rs ,	 va let s,	 and	 o ther	 s im ilar	 occ upat ions .	 	
(J) 	“Personal	 attendant	” in cludes	 ba by	 sitters	 and	 m eans	 any	 person	 e m plo yed	 b y a p riva te	 hou seho lder	 or b y a ny	 th ir d	 pa rty 
e m plo yer	
 re cogn iz ed	 in the	 h ea lth	 care	 indu str y	 to w ork	 in a p rivate	 h ou seho ld,	 to supe rv is e ,	 feed,	 or dress	 a ch ild	 o r person	 who  by	 	
rea son	 of adv anced	 ag e,	 physical	 d isa bilit y,	 or m ental	 de ficien cy	 needs	 supe rv isio n.	 The	 status	 of “p	ersonal	 attendant ”	 shall appl y	 	
when	 no	 signi ficant	 a m ount	 of work	 other	 than	 the	 foregoing	 is r equ ir ed.	 	
(K)  “M ino r”	 m ean s,	 for	 the	 pu rp o se	 of th is	 ord er,	 a ny	 person	 under	 the	 age	 of 18	 yea rs .	 	
(L)  	“Primarily”  as  used  in Section  1,  Applicability,  means  more  than  one-half the  employee’s  work time.  	
(M) “Sh if	t ” m eans	 des ignated	 hours	 of w ork	 b y an	 e m plo ye e,	 with	 a de signated	 beg inn ing	 ti m e	 and	 quitt ing	 t im e.	 	
(N)  “Sp lit	 sh if	t ” m eans	 a work	 schedul e,	 which	 is inter rupted	 b y no n-pai d	 non -w orking	 pe riods	 e sta blished	 b y the	 e m plo ye r, 
other	
 than	 bona	 f ide	 rest	 or m eal	 pe rio ds.	 	
(O)  “T eac hi	ng”	 m eans ,	 for	 t he	 p urpo se	 of  Se ction	 1 of  th is	 O rder ,	  the	 p ro fe ssion	 o f  tea ch ing	 under	 a c e rti ficate	 fr om	 the 
C om mission	
 for	 T eac her	 Prepar ation	 and	 Licens ing	 or teach ing	 in an	 a cc red ited	 c o lle ge	 or uni versit y.	 	
(P)  “W ages”	 in clud es	 a ll a m ounts	 for	 labor	 pe rfo rm ed	  b y e mp lo yees	 of  e ve ry	 de scr iption,	 whether	 the	   a m ount	 is f ix e d	 or 
a sc erta ined	
 b y the	 standard	 of tim e,	 ta sk,	 p iec e,	 co mmission	 ba sis ,	 or other	 m ethod	 of ca lc u lat ion.	 	
(Q)  “W ork d a	y” and	 “day”  	mean	 any	 cons ecut iv e	 24 -hour	 pe riod	 beg inn ing	 at the	 s a m e	 tim e	 ea ch	 c a lendar	 d ay.	 	
(R)  “W ork w ee k”	 and	 “w	ee k”	 m ea n	 any	 se ven	 (7)	 con se cut iv e	 d ays,	 sta rting	 with	 the	 sa me	 ca lendar	 d ay	 ea ch	 w ee k.	 ”W ork w ee k”	 is 	
a fix ed	 and	 regula rly	 re cu rring	 pe riod	 of 168	 hou rs,	 se ven	 (7)	 c on se cut iv e	 24 -hour	 p e riods .	 	
3. HOURS AND DAYS  OF WORK  	
(A) 	A LIVE -IN employee shall  have at least 12 consecutive hours free of duty during each workday of 24 hours, and the  total	 	
 	1 Pursuant to Labor Code section 515.5, subdivision (a)(4), the Office of the Director -  Research,  Department of Industrial Relations, 
has adjusted the minimum hourly rate of pay specified in this subdivision to be $49.77 effective January 1, 2007. This hourly rate of 
pay is adjusted on October 1 of each year to be effective on January 1, of the following year, and may be obtained at 
https://www.dir.ca.gov/oprl/ComputerSoftware.htm  or by mail from the Department of Industrial Relations.

—	4 	 
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:  
(a)      Sixteen dollars ($16) per hour for all hours worked, effective January 1, 2024, and 
(b)      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)     Fifteen dollars ($15.00) per hour for all hours worked, effective January 1, 2022, and

—	5 	 	
(b) Fourteen dollars ($14.00) per hour for all hours worked, effective January 1, 2021. 	
(3) 	 Prior to January 1, 2023, any employer who employs 25 or fewer employees shall pay to each employee wages not 
less than the following:  
(a)     Fourteen dollars ($14.00) per hour for all hours worked, effective January 1, 2022, and 
(b)  Thirteen dollars ($13.00) per hour for all hours worked, effective January 1, 2021. 
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.  Employees during their  first 160 hours  of employment  in occupations
 in which 
they have no previous similar or related experience, may be paid not less than 85 percent of the minimum  wage	
 rounded to the 
nearest  nickel.  	
(B) 	Every employer  shall  pay to  each  employee,  on  the  established  payday for  the  period  involved,  not  less  than  the	 	
applicable  minimum  wage  for all  hours  worked  in the  payroll  period,  whether  the  remuneration  is measured  by time,  piece,  
commission, or  otherwise.  	
(C) 	When an employee works a split shift, one (1) hour’s pay  at the minimum wage shall be paid in addition to the minimum 	
wage for  that  workday,  except when the  employee  resides  at  the  place  of  employment.  	
(D) 	The provisions of this section shall not apply to apprentices regularly indentured under the State Division of  Apprenticeship 
Standards.  	
5. REPORTING TIME  PAY 	
(A) 	Each workday an employee is required to report for work and does report, but is not put to work or is furnished less  than	 	
half  said  employee’s  usual  or  scheduled  day’s work,  the  employee  shall be  paid  for half  the  usual  or  scheduled  day’s work,  but	 	
in no event for less than two (2) hours nor more than four (4) hours, at the employee’s regular rate of pay,  which shall not be less	 	
than the minimum wage.  	
(B) 	If an employee is required to report for work a second time in any one workday and is furnished less than two  (2) hours	 of 
work on the second reporting, said employee shall be paid for two (2) hours at the  employee’s regular rate of  pay, which  shall
 not 
be less than the minimum  wage.  	
(C) 	The foregoing reporting time pay provisions are not applicable  when: 
(1) 	Operations  cannot  commence  or continue  due to  threats  to  employees  or  property;  or when  recommended  by civil	 	
authorities;  or  	
(2)  	Public  utilities  fail  to  supply  electricity,  water,  or gas,  or  there  is a failure  in the  public  utilities,  or  sewer  system;  or  	
(3)  	The interruption of work is caused  by an Act of God or other cause not within the employer’s  control.  	
(D) 	This  section  shall not apply  to  an  employee  on paid  standby  status  who is  called  to  perform  assigned  work at  a  time  other	 	
than the  employee’s  scheduled reporting  time. 
6. LICENSES FOR DISABLED  WORKERS  	
(A) 	A license  may  be  issued  by the  Division  authorizing  employment  of  a  person  whose earning  capacity  is  impaired  by	 physical 
disability or mental deficiency at less than the minimum wage. Such licenses shall be granted only upon  joint	
 application of 
employer and employee and employee’s representative if  any.  	
(B) 	A special license may  be issued to a nonprofit organization such as a sheltered workshop or rehabilitation facility  fixing	 	
special minimum rates to enable the employment of such persons without requiring individual licenses of such  employees. 	
(C) 	All such  licenses  and special  licenses  shall be  renewed  on a yearly  basis  or  more  frequently  at  the  discretion  of the	 	
Division.  
(See California Labor Code, Sections 1191 and  1191.5) 
7. RECORDS  	
(A) 	Every employer shall keep accurate information with respect to each employee including the  following: 
(1) 	Full name, home address, occupation and social security  number.  	
(2) 	Birth date, if under 18  years, and designation as a minor.  	
(3) 	Time records showing when the employee begins and ends each work period. Meal periods, split shift intervals  and	 	
total  daily  hours  worked  shall also  be  recorded.  Meal  periods  during  which operations  cease  and authorized  rest periods  need  not	 	
be recorded.  	
(4) 	Total  wages paid each payroll period, including value of board, lodging, or other compensation actually furnished  to	 	
the employee.  	
(5) 	Total  hours  worked  in the  payroll  period  and applicable  rates  of  pay.  This  information  shall  be  made  readily  available  to	 	
the employee upon reasonable request.  	
(6) 	When  a piece  rate  or incentive  plan is in  operation,  piece  rates  or  an  explanation  of the  incentive  plan formula  shall be	 	
provided to employees. An accurate production record shall be maintained  by the  employer.  	
(B) 	Every  employer  shall  semimonthly  or  at  the  time  of each  payment  of  wages  furnish  each employee,  either  as  a  detachable	 	
part of the check, draft, or voucher paying the employee’s wages, or separately, an itemized statement in writing showing: (1)  all	 	
deductions; (2) the inclusive dates of the period for which the employee is paid; (3) the name of the employee or the  employee’s	 	
social security  number;  and  (4) the  name  of the  employer,  provided all deductions  made  on  written  orders of  the  employee  may be	 	
aggregated and shown as one  item. 	
(C) 	All required  records shall  be  in the  English  language  and in ink  or  other  indelible  form,  properly  dated,  showing  month, day	 	
and  year,  and shall  be  kept  on  file  by  the  employer  for  at  least  three  years at  the  place  of employment  or  at  a  central  location  within	 	
the State of California. An  employee’s records shall be available for inspection  by the employee upon reasonable  request. 	
(D) 	Clocks shall be provided in all major work areas or within reasonable distance thereto insofar as  practicable.  	
8. CASH  SHORTAGE  AND BREAKAGE  	
No employer  shall  make  any  deduction  from the  wage  or require  any  reimbursement  from  an  employee  for any  cash  shortage,

—	6 	 
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) W hen	 unif o rm s	 are	 requ ir ed	 b y the	 emp lo yer	 to be	 w orn	 b y the	 emp lo yee	 as a cond it ion	 of e m plo ym ent,	 such	 un if o rms 
sha ll	
 be	 p ro vided	 and	 m ainta ined	 b y the	 e m plo ye r.	 T he	 te rm	  ”un if o r	m” in cludes	 w ear ing	 appa rel	 and	 a cce sso rie s	 of dis tin ctiv e 
de sign	
 or c o lor .	 
NOTE:  This  section  shall  not  apply  to  protective  apparel regulated  by the  Occupational  Safety  and  Health  Standards  Board.  	
(B) 	When  tools or  equipment  are  required  by the  employer  or  are  necessary  to  the  performance  of a  job,  such  tools  and  equipment  
shall  be provided and maintained by  the employer,  except  that  an employee whose wages  are at  least  two (2) times  the minimum	
 	
wage  provided  herein may be  required  to provide  and maintain  hand tools and  equipment  customarily  required  by the  trade  or craft.	 	
This subsection (B) shall not apply to apprentices regularly indentured under the State Division of Apprenticeship  Standards. 	
NOTE: This  section shall  not  apply  to protective  equipment  and  safety  devices  on tools  regulated  by the  Occupational  Safety	 	
and Health Standards  Board.  	
(C) 	A reasonable  deposit  may  be  required  as security  for the  return  of the  items  furnished  by the  employer  under  provisions  of	 	
subsections  (A) and  (B) of this  section  upon  issuance  of  a  receipt  to  the  employee  for  such  deposit.  Such  deposits  shall  be  made	 	
pursuant to Section 400 and following of the Labor Code or an employer with the prior written authorization of the employee  may	 	
deduct from  the  employee ’s  last  check  the  cost  of  an  item  furnished  pursuant to  (A)  and  (B) above  in the  event  said item  is  not	 	
returned.  No  deduction  shall be made at  any  time  for normal  wear  and  tear.  All  items  furnished  by the  employer  shall  be returned	 	
by  the employee upon completion of the  job. 
10. MEALS AND  LODGING 	
(A) “M eal”	 m eans	 an	 adequat e,	 w ell-ba lan ced	 se rv ing	 of a va riety	 of who le so m e,	 nut ritio us	 foods .	 	
(B) 	“Lodgi	ng” m eans	 liv ing	 accom modations	 ava ila ble	 to the	 e m plo yee	 for	 f u ll- tim e	 occupancy	 which	 are	 adequat e,	 d ecent, 
and	
 san it a ry	 a ccording	 to u sual	 and	 c u sto mary	 s tandards .	 Em plo yees	 s ha ll	 not	 be	 requ ir ed	 to s hare	 a bed.	 	
(C)  	Meals  or  lodging  may not  be  credited  against the  minimum  wage  without  a  voluntary  written  agreement  between  the	 	
employer and the employee. When credit for meals or lodging is used to meet part of the employer’s minimum wage  obligation,	 	
the amounts so credited may not be more than the following: 	
EFFECTIVE:	  	JANUARY 1, 2021	 	JANUARY 1, 2022	 	JANUARY 1, 	2023	 	JANUARY 1, 	2024	 	For an employer who employs:	 	26 or	 	More Employees  	25 or Fewer  Employees 	26 or	 	More Employees	 	25 or 	 	Fewer  
Employees  	All Employers regardless of 
number of 
Employees	 	
All Employers regardless of number of 
Employees	 	
LODGING	 	 	 	 	 	 	 	
Room occupied alone	 	$65.83	 	/week  	$61.13	 	/week 	$70.53	 	/week 	$65.83	 	/week 	$72.88	 	/week 	$75.23	 	/week 	
Room shared	 	$54.34	 	/week 	$50.46	 	/week 	$58.22	 	/week 	$54.34	 	/week 	$60.16	 	/week 	$62.10	 	/week 	
Apartment 	? two thirds (2/3) of the ordinary 	rental value, and in no 	event more than:  	$790.67	 	/month 	$734.21	 	/month 	$847.12	 	/month 	$790.67	 	/month 	$875.33	 	/month 	$903.60	 	/month 	
Where a couple are both employed by the employer, two thirds (2/3) of the 	ordinary 	rental value, and in no event more than:	 	
$1,169.59	 	/month 	$1,086.07	 	/month 	$1,253.10	 	/month 	$1,169.59	 	/month 	$1,294.83	 	/month 	$1,336.65	 	/month 	
MEALS	 	 	 	 	 	 	 	
Breakfast	  	$5.06	 	$4.70	 	$5.42	 	$5.06	 	$5.60	 	$5.78	 	
Lunch	 	$6.97	 	$6.47	 	$7.47	 	$6.97	 	$7.72	 	$7.97	 	
Dinner	 	$9.35	 	$8.68	 	$10.02	 	$9.35	 	$10.35	 	$10.68	 	
(D) 	Meals  evaluated  as part  of  the  minimum  wage  must be  bona  fide meals  consistent  with  the  employee’s  work  shift.	 	
Deductions shall not be made for meals not received or lodging not  used.  	
(E) 	If, as a condition of employment, the employee must live at the place of employment or occupy quarters owned or  under	 	
the control of the  employer, then the employer  may not charge rent in excess of the values listed  herein. 
11. MEAL  PERIODS  	
(A) 	No employer  shall  employ  any person  for a  work  period  of more  than five (5) hours  without  a  meal  period  of not  less  than	 	
30 minutes, except that when a work period of not more than six (6) hours will complete the  day’s work the meal period  may be	 	
waived by  mutual consent of the employer and the  employee. 	
(B) 	An employer  may  not  employ  an  employee  for a  work  period  of more  than  ten (10)  hours  per  day  without  providing  the	 	
employee with a second meal period of not less than 30 minutes, except that if the total hours worked is no more than 12  hours,	 	
the second meal  period may be waived by  mutual consent  of  the employer  and  the employee  only if  the first  meal  period was  not	 	
waived. 	
(C) Unle ss	 the	 e m plo yee	 is r e lie ved	 of a ll duty	 du ring	 a 30	 m in ute	 m eal	 pe riod,	 the	 m eal	 per iod	 sha ll	 be	 con sidered	 an	 ”on	 dut y	” 	
meal	 per iod	 and	 counted	 as tim e	 work ed.	 An	 ”on	 du ty	”  meal	 per iod	 sha ll	 be	 pe rm itted	 on ly	 when	 the	 nat ure	 of the	 w ork	 p re vents 
an	
 e m plo yee	 fr om	 be ing	 r e lie ved	 of a ll duty	 and	 when	 b y w ritten	 a gre e m ent	 bet ween	 the	 pa rties	 an	 on -the -job	 pa id	 m eal	 per iod	 is 
a greed	
 to . T he	 w ritten	 ag re e m ent	 sha ll	 s tate	 that	 the	 e m plo yee	 m ay,	 in w riting,	 re vo ke	 the	 a gre e m ent	 at any	 tim e.	 	
(D)  	If an employer fails to provide an employee a meal period in accordance with the applicable provisions of this  order, the

—	7 	 
employer shall  pay  the  employee  one (1) hour  of  pay  at  the  employee’s  regular  rate  of compensation  for each  workday  that  the	 	
meal period is not  provided. 
12. REST  PERIODS  	
(A) 	Every employer shall authorize and permit all employees to take rest periods, which insofar as practicable shall be in  the	 	
middle of each work period. The authorized rest period time shall be based on the total hours worked daily at the rate of ten  (10)	 	
minutes net  rest  time  per  four  (4)  hours  or  major  fraction  thereof. However,  a  rest  period  need  not be  authorized  for employees  whose	 	
total  daily  work  time  is  less  than  three  and one- half (3	1/2) hours.  Authorized  rest period time shall  be counted  as hours worked  for 	
which there shall be no deduction from  wages.  	
(B) 	If an  employer  fails  to  provide  an employee  a rest  period  in accordance  with the  applicable  provisions of  this  order,  the	 	
employer  shall  pay  the  employee  one (1) hour  of  pay  at  the  employee’s  regular  rate  of compensation  for each  workday  that  the  rest	 	
period is not  provided.  
13. CHANGE ROOMS AND RESTING  FACILITIES  	
(A) 	Employers  shall  provide  suitable  lockers, closets,  or  equivalent  for  the  safekeeping  of employees’  outer clothing  during 
working  hours, and  when  required,  for  their  work  clothing  during non-working  hours.  When  the occupation  requires a  change  of 
clothing,
 change  rooms or  equivalent  space  shall be  provided  in order  that  employees  may  change  their clothing  in reasonable  
privacy  and
 comfort.  These rooms  or spaces  may be adjacent  to but  shall  be separate  from toilet  rooms  and shall be kept  clean.  	
NOTE:  This section shall not apply to change rooms and storage facilities regulated  by the Occupational Safety and  Health	 	
Standards Board.  	
(B) 	Suitable resting facilities shall be provided in an area separate from the toilet rooms and shall be available to  employees	 	
during work hours. 
14. SEATS  	
(A) 	All working  employees  shall  be  provided  with suitable  seats when  the nature  of the  work  reasonably  permits  the  use  of	 	
seats.  	
(B) 	When employees are not engaged in the active duties of their employment and the nature of the work requires  standing,	 	
an adequate number  of suitable seats  shall be placed  in reasonable proximity  to the work  area and employees  shall be permitted	 	
to use such seats when it does not interfere with the performance of their  duties.  
15. PENALTIES  	
(See California Labor Code, Section  1199) 
(A) 	In addition to  any other  civil penalties  provided by  law,  any  employer  or  any  other  person acting  on behalf of the employer	 	
who violates, or causes to be violated, the provisions of this order, shall be subject to  the civil penalty of:  	
(1)  	Initial  Violation  — $50.00  for each  underpaid  employee for  each  pay period  during which the  employee  was underpaid	 	
in addition to the amount which is sufficient to recover unpaid  wages. 	
(2) 	Subsequent Violations —  $100.00 for each underpaid employee for each pay period during which the employee  was	 	
underpaid in addition to an amount which is sufficient to recover unpaid wages. 	
(3) 	The affected employee shall receive payment of all wages  recovered.  	
(B) 	The labor commissioner may  also issue citations pursuant to California Labor Code Section 1197.1 for non- payment of	 	
wages for overtime work in violation of this  order. 
16. ELEVATORS  	
Adequate elevator, escalator  or similar service consistent with industry- wide standards for the nature of the process and the	 	
work performed  shall be  provided  when employees  are  employed  four floors  or  more  above  or below  ground  level. 
17. EXEMPTIONS  	
If, in  the  opinion  of the  Division  after  due  investigation,  it  is  found  that the  enforcement  of  any  provision  contained  in Section  7,	 	
Records;  Section  12, Rest  Periods;  Section  13, Change  Rooms and  Resting  Facilities;  Section  14, Seats;  or  Section  16,  Elevators,	 	
would not materially affect the welfare or comfort of employees and would work an undue hardship on the employer,  exemption	 	
may be  made  at the  discretion  of the  Division.  Such  exemptions  shall  be  in writing  to  be  effective  and may be  revoked  after reason-	 	
able  notice  is given  in  writing.  Application for  exemption shall  be  made  by  the  employer  or by  the  employee  and/or  the employee ’s	 	
representative to the Division in writing. A copy of the application shall be posted at the place of employment at the time the  ap-	 	
plication is filed with the Division.  
18. FILING  REPORTS  	
(See California Labor Code, Section  1174(a)) 	
19. INSPECTION  	
(See California Labor Code, Section  1174) 	
20. SEPARABILITY  	
If the  application  of any  provision  of this  order,  or  any  section,  subsection,  subdivision,  sentence,  clause,  phrase,  word,  or  portion  
of  this  order  should  be held  invalid  or  unconstitutional  or  unauthorized  or prohibited  by statute,  the  remaining  provisions thereof	
 shall  
not  be  affected  thereby, but  shall  continue  to be given full force  and effect  as if  the  part  so  held  invalid  or  unconstitutional  had
 not 
been included  herein. 	
21. POSTING OF  ORDER

—	8 	 	
Every employer  shall  keep a  copy of  this  order  posted  in an  area  frequented  by employees  where  it may  be easily  read  during	 	
the workday. Where the location of work or other conditions make this impractical, every employer shall keep a copy of this  order	 	
and make  it available  to every  employee  upon request.  
 	
QUESTIONS ABOUT ENFORCEMENT  of the 
Industrial	
 Welfare  Commission  orders  and  reports  of  
violations  should  be	
 directed  to the  Labor  Commissioner's  
Office. A  listing of  offices  is  on	
 the  back  of  this  wage  order. 
For  the  address  and  telephone  number	
 of the office nearest 
you, information can be found on the internet  at	
 	
http://www.dir.ca.gov/DLSE/dlse.html  or under a search  for	 	
"California Labor Commissioner's Office" on the internet or  
any	
 other  directory.  The Labor  Commissioner  has  offices  in  
the  following	
 cities: Bakersfield, El Centro, Fresno, Long 
Beach, Los  Angeles,	
 Oakland, Redding, Sacramento, 
Salinas, San Bernardino,  San	
 Diego,  San Francisco,  San 
Jose,  Santa  Ana, Santa  Barbara,  Santa	
 Rosa, Stockton, 
Van  Nuys.  	
   	
SU
MMARIES IN OT HER L ANGUA GES 	
 	  	 	 	 	 	  	 	 	  	 	 	  	 	 	 	 	 	   	  	 	 	 	 	 	 	  	 	 	 	 	 	 	 	 	 	 	
RESUMEN  EN OTROS IDIOMAS

—	9 	 
For further information or to file your complaints, visit https://www.dir.ca.gov/dlse/dlse.html or  contact the State of California at  the following department offices:   California Labor  Commissioner's  Office , also  known  as,  Division  of  Labor  Standards  Enforcement  (DLSE)  
 
BAKERSFIELD  Labor	 Commissioner's	 Office/DLSE	 	REDDING Labor	 Commissioner's	 Office/DLSE	 	SAN JOSE  Labor Commissioner's 	Office/DLSE	 	7718 Meany	 Ave.	 	Bakersfield, CA   93308 
661 -587 -3060  	250 Hemsted Drive, 2nd Floor, Suite	 A 	Redding, CA   96002 530-225 -2655  	
224 Airport Parkway, Suite 300	 	San Jose, CA   95110 
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	 	1500 Hughes Way, Suite C	-202	 	Labor	 Commissioner's	 Office/DLSE	 	464 West 4	th  Street, Room	 348	 	SANTA	 ROSA	 	Labor Commissioner's 	Offfice/DLSE	 	Long Beach, CA 	 908	10 	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	 	3021 Reynolds Ranch Parkway, Suite 160	 	213	-620	-6330	 	619	-220	-5451	 	Lodi, California 95240	 	
 	 	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

Other California Labor Law Posters 4 PDFS

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View all 34 California labor law posters


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** This Document Provided By LaborPosters.org **
Source: http://www.laborposters.org/california/35-california-iwc-wage-order-15-poster.htm