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

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

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


CA All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both California and Federal poster requirements by clicking here .

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OFFICIAL NOTICE 
 
INDUSTRIAL WELFARE COMMISSION 
ORDER NO. 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 July 1, 2014, pursuant to AB 10. Chapter 351. Statutes of 2013 and 
AB 1835, Chapter 230, Statutes of 2006 
  
This Order Must Be Posted Where Employees Can Read It Easily     
   
   
   
   
  IWC FORM 1115 (Rev. 07-2014) 
OSP 06 98773

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• Please Post With This Side Showing • 
OFFICIAL NOTICE 
Effective January 1, 2002 as amended  Sections 4(A) and 10(C) amended and republished by the Department of Industrial Relations, 
effective July 1, 2014, pursuant to AB 10, Chapter 351, Statutes of 2013 and 
AB 1835, Chapter 230, Statutes of 2006 
INDUSTRIAL WELFARE COMMISSION 
ORDER NO. 15-2001 
REGULATING 
WAGES, HOURS AND WORKING CONDITIONS IN THE  
HOUSEHOLD OCCUPATIONS 
  
 
TAKE NOTICE: To employers and representatives of persons working in industries and occupations in the State of California: 
The Department of Industrial Relations amends and republishes the minimum wage and meals and lodging credits in the Industrial 
Welfare Commission’s Orders as a result of legislation enacted (AB 10, Ch.  351, Stats of 2013, amending section 1182.12 of 
the  California  Labor  Code, and AB  1835,  Ch.  230,  Stats  of  2006, adding  sections  1182.12  and 1182.13  to  the  California  Labor 
Code .) The amendments and republishing make no other changes to the IWC’s Orders. 
 
1. APPLICABILITY OF ORDER 
This order shall apply to all persons employed in 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 re- 
quirement. 
(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.

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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 primarily engaged in an occupation commonly recognized as a learned or artistic profession. For the pur- 
poses of this subsection, ―learned or artistic profession‖ means an employee who is primarily engaged in the performance of: 
(i) Work requiring knowledge of an advanced type in a field or science or learning customarily acquired by a pro- 
longed course of specialized intellectual instruction and study, as distinguished from a general academic education and from an 
apprenticeship, and from training in the performance of routine mental, manual, or physical processes, or work that is an essential 
part of or necessarily incident to any of the above work; or 
(ii) Work that is original and creative in character in a recognized field of artistic endeavor (as opposed to work 
which can be produced by a person endowed with general manual or intellectual ability and training), and the result of which de- 
pends primarily on the invention, imagination, or talent of the employee or work that is an essential part of or necessarily incident 
to any of the above work; and 
(iii) Whose work is predominantly intellectual and varied in character (as opposed to routine mental, manual, me- 
chanical, 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 
amount equal to the percentage increase in the California Consumer Price Index for Urban Wage Earners and Clerical Workers.*  
* Pursuant to Labor Code section 515.5, subdivision (a)(4), the Office  of  Policy,  Research  and  Legislation, Department of 
Industrial Relations, has adjusted the minimum hourly rate of pay specified in this subdivision to be $49.77, effective January 1, 
2007. This hourly rate of pay is adjusted on October 1 of each year to be effective on January 1, of the following year, and may 
be obtained at www.dir.ca.gov/IWC or by mail from the Department of Industrial Relations.

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(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 ―alternative workweek schedule‖ means any regularly scheduled workweek requiring an employee to work more than 
eight (8) hours in a 24-hour period. 
(B) ―Commission‖ means the Industrial Welfare Commission of the State of California. 
(C) ―Division‖ means the Division of Labor Standards Enforcement of the State of California. 
(D) ―Emergency‖ means an unpredictable or unavoidable occurrence at unscheduled intervals requiring immediate action. 
(E) ―Employ‖ means to engage, suffer, or permit to work. 
(F) ―Employee‖ means any person employed by an employer. 
(G) ―Employer‖ means any person as defined in Section 18 of the Labor Code, who directly or indirectly, or through an agent 
or any other person, employs or exercises control over the wages, hours, or working conditions of any person. 
(H) ―Hours worked‖ means the time during which an employee is subject to the control of an employer, and includes all the 
time the employee is suffered or permitted to work, whether or not required to do so. 
(I) ―Household Occupations‖ means all services related to the care of persons or maintenance of a private household or its 
premises by an employee of a private householder. Said occupations shall include but not be limited to the following: butlers, chauf- 
feurs, companions, cooks, day workers, gardeners, graduate nurses, grooms, house cleaners, housekeepers, maids, practical 
nurses, tutors, valets, and other similar occupations. 
(J) ―Personal attendant‖ includes baby sitters and means any person employed by a private householder or by any third party 
employer recognized in the health care industry to work in a private household, to supervise, feed, or dress a child or person who 
by reason of advanced age, physical disability, or mental deficiency needs supervision. The status of ―personal attendant‖ shall 
apply when no significant amount of work other than the foregoing is required. 
(K) ―Minor‖ means, for the purpose of this order, any person under the age of 18 years. 
(L) ―Primarily‖ as used in Section 1, Applicability, means more than one-half the employee’s work time. 
(M) ―Shift‖ means designated hours of work by an employee, with a designated beginning time and quitting time. 
(N) ―Split shift‖ means a work schedule, which is interrupted by non-paid non-working periods established by the employer, 
other than bona fide rest or meal periods. 
(O) ―Teaching‖ means, for the purpose of Section 1 of this Order, the profession of teaching under a certificate from the 
Commission for Teacher Preparation and Licensing or teaching in an accredited college or university. 
(P) ―Wages‖ includes all amounts for labor performed by employees of every description, whether the amount is fixed or 
ascertained by the standard of time, task, piece, commission basis, or other method of calculation. 
(Q) ―Workday‖ and ―day‖ mean any consecutive 24-hour period beginning at the same time each calendar day. 
(R) ―Workweek‖ and ―week‖ mean any seven (7) consecutive days, starting with the same calendar day each week. ―Workweek‖ 
is a fixed and regularly recurring period of 168 hours, seven (7) consecutive 24-hour periods. 
 
3. HOURS AND DAYS OF WORK 
(A) A LIVE-IN employee shall have at least 12 consecutive hours free of duty during each workday of 24 hours, and the total 
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-

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duty hours shall be compensated at the rate of one and one-half (11/2) 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 (6th) and seventh (7th) 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 (11/2) times such employee’s regular rate of pay for all hours worked over 40 hours 
in the workweek. Eight (8) hours of labor constitutes a day’s work. Employment beyond eight (8) hours in any workday or more than 
six (6) days in any workweek is permissible provided the employee is compensated for such overtime at not less than: 
(1) One and one-half (11/2) 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 (7th) 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 (7th) 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 (11/2) 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 a nd 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 re- 
quirements, 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 succes- 
sion 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 nine dollars ($9.00) per hour for all hours worked, 
effective July 1, 2014, and not less than ten dollars ($10.00) per hour for all hours worked, effective January 1, 2016, except: 
LEARNERS: Employees during their 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

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wage for that workday, except when the employee resides at the place of employment. 
(D) The provisions of this section shall not apply to apprentices regularly indentured under the State Division of Apprentice- 
ship Standards. 
 
5. REPORTING TIME PAY 
(A) Each workday an employee is required to report for work and does report, but is not put to work or is furnished less than 
half said employee’s usual or scheduled day’s work, the employee shall be paid for half the usual or scheduled day’s work, but 
in no event for less than two (2) hours nor more than four (4) hours, at the employee’s regular rate of pay, which shall not be less 
than the minimum wage. 
(B) If an employee is required to report for work a second time in any one workday and is furnished less than two (2) hours 
of work on the second reporting, said employee shall be paid for two (2) hours at the employee’s regular rate of pay, which shall 
not be less than the minimum wage. 
(C) The foregoing reporting time pay provisions are not applicable when: 
(1) Operations cannot commence or continue due to threats to employees or property; or when recommended by civil 
authorities; or 
(2) Public utilities fail to supply electricity, water, or gas, or there is a failure in the public utilities, or sewer system; or 
(3) The interruption of work is caused by an Act of God or other cause not within the employer’s control. 
(D) This section shall not apply to an employee on paid standby status who is called to perform assigned work at a time other 
than the employee’s scheduled reporting time. 
 
6. LICENSES FOR DISABLED WORKERS 
(A) A license may be issued by the Division authorizing employment of a person whose earning capacity is impaired by 
physical disability or mental deficiency at less than the minimum wage. Such licenses shall be granted only upon joint 
application of employer and employee and employee’s representative if any. 
(B) A special license may be issued to a nonprofit organization such as a sheltered workshop or rehabilitation facility fixing 
special minimum rates to enable the employment of such persons without requiring individual licenses of such employees. 
(C) All such licenses and special licenses shall be renewed on a yearly basis or more frequently at the discretion of the 
Division. 
(See California Labor Code, Sections 1191 and 1191.5) 
 
7. RECORDS 
(A) Every employer shall keep accurate information with respect to each employee including the following: 
(1) Full name, home address, occupation and social security number. 
(2) Birth date, if under 18 years, and designation as a minor. 
(3) Time records showing when the employee begins and ends each work period. Meal periods, split shift intervals and 
total daily hours worked shall also be recorded. Meal periods during which operations cease and authorized rest periods need not 
be recorded. 
(4) Total wages paid each payroll period, including value of board, lodging, or other compensation actually furnished to 
the employee. 
(5) Total hours worked in the payroll period and applicable rates of pay. This information shall be made readily available to 
the employee upon reasonable request. 
(6) When a piece rate or incentive plan is in operation, piece rates or an explanation of the incentive plan formula shall be 
provided to employees. An accurate production record shall be maintained by the employer. 
(B) Every employer shall semimonthly or at the time of each payment of wages furnish each employee, either as a detachable 
part of the check, draft, or voucher paying the employee’s wages, or separately, an itemized statement in writing showing: (1) all 
deductions; (2) the inclusive dates of the period for which the employee is paid; (3) the name of the employee or the employee’s 
social security number; and (4) the name of the employer, provided all deductions made on written orders of the employee may be 
aggregated and shown as one item. 
(C) All required records shall be in the English language and in ink or other indelible form, properly dated, showing month, day 
and year, and shall be kept on file by the employer for at least three years at the place of employment or at a central location within 
the State of California. An employee’s records shall be available for inspection by the employee upon reasonable request. 
(D) Clocks shall be provided in all major work areas or within reasonable distance thereto insofar as practicable. 
 
8. CASH SHORTAGE AND BREAKAGE 
No employer shall make any deduction from the wage or require any reimbursement from an employee for any cash shortage, 
breakage, or loss of equipment, unless it can be shown that the shortage, breakage, or loss is caused by a dishonest or willful act, 
or by the gross negligence of the employee. 
 
9. UNIFORMS AND EQUIPMENT 
(A) When uniforms are required by the employer to be worn by the employee as a condition of employment, such uniforms 
shall be provided and maintained by the employer. The term ―uniform‖ includes wearing apparel and accessories of distinctive 
design or color. 
NOTE: This section shall not apply to protective apparel regulated by the Occupational Safety and Health Standards Board. 
(B) When tools or equipment are required by the employer or are necessary to the performance of a job, such tools and equipment

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shall be provided and maintained by the employer, except that an employee whose wages are at least two (2) times the minimum 
wage provided herein may be required to provide and maintain hand tools and equipment customarily required by the trade or craft. 
This subsection (B) shall not apply to apprentices regularly indentured under the State Division of Apprenticeship Standards. 
NOTE: This section shall not apply to protective equipment and safety devices on tools regulated by the Occupational Safety 
and Health Standards Board. 
(C) A reasonable deposit may be required as security for the return of the items furnished by the employer under provisions of 
subsections (A) and (B) of this section upon issuance of a receipt to the employee for such deposit. Such deposits shall be made 
pursuant to Section 400 and following of the Labor Code or an employer with the prior written authorization of the employee may 
deduct from the employee’s last check the cost of an item furnished pursuant to (A) and (B) above in the event said item is not 
returned. No deduction shall be made at any time for normal wear and tear. All items furnished by the employer shall be returned 
by the employee upon completion of the job. 
 
10. MEALS AND LODGING 
(A) ―Meal‖ means an adequate, well-balanced serving of a variety of wholesome, nutritious foods. 
(B) ―Lodging‖ means living accommodations available to the employee for full-time occupancy which are adequate, decent, 
and sanitary according to usual and customary standards. Employees shall not be required to share a bed. 
(C) Meals  or  lodging  may  not  be  credited  against  the  minimum wage  without  a voluntary  written  agreement  between  the 
employer and the employee. When credit for meals or lodging is used to meet part of the employer’s minimum wage obligation, 
the amounts so credited may not be more than the following:   
 Effective Effective 
LODGING July 1, 2014 January 1, 2016 
 
Room occupied alone………… $42.33 per week $47.03 per week 
Room shared……………………………………… 
Apartment – two thirds (2/3) of the ordinary rental 
value, and in no event more than:…………………… 
$34.94 per week 
 
$508.38 per month 
$38.82 per week 
 
$564.81 per month Where a couple are both employed by the employer,  
two thirds (2/3) of the ordinary rental value, and in no 
event more than: 
 
 
$752.02 per month 
 
 
$835.49 per month  MEALS   
Breakfast…………………………………………………. $3.26 $3.62 
Lunch……………………………………………………... $4.47 $4.97 
Dinner……………………………………………………... $6.01 $6.68 
 
(D) Meals evaluated as part of the minimum wage must be bona fide meals consistent with the employee’s work shift. 
Deductions shall not be made for meals not received 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) Unless the employee is relieved of all duty during a 30 minute meal period, the meal period shall be considered an ―on duty‖ 
meal period and counted as time worked. An ―on duty‖ meal period shall be permitted only when the nature of the work prevents 
an employee from being relieved of all duty and when by written agreement between the parties an on-the-job paid meal period is 
agreed to. The written agreement shall state that the employee may, in writing, revoke the agreement at any time. 
(D) If an employer fails to provide an employee a meal period in accordance with the applicable provisions of this order, the 
employer shall pay the employee one (1) hour of pay at the employee’s regular rate of compensation for each 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 (31/2) hours. Authorized rest period time shall be counted as hours worked for

—7  
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 work- 
ing 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 por- 
tion 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 
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.

—8  
   
 
 
QUESTIONS ABOUT ENFORCEMENT of the Industrial 
Welfare Commission orders and reports of violations should be 
directed to the Division of Labor Standards Enforcement. A listing of 
the DLSE offices is on the back of this wage order. Look in the white 
pages of your tele- phone directory under CALIFORNIA, State of, 
Industrial Relations for the address and telephone number of the 
office nearest you. The Divi- sion has offices in the following cities: 
Bakersfield, El Centro, Fresno, Long Beach, Los Angeles, Oakland, 
Redding, Sacramento, Salinas, San Bernardino, San Diego, San 
Francisco, San Jose, Santa Ana, Santa Barbara, Santa Rosa, 
Stockton, Van Nuys. 
 
SUMMARIES IN OTHER LANGUAGES 
The Department of Industrial Relations will make summaries of wage and hour requirements in this Order available in Spanish, Chinese and certain other languages when it is feasible to do so. Mail your request for such summaries to the Department at: P.O. box 420603, San Francisco, CA 94142-0603. 
RESUMEN EN OTROS IDIOMAS 
El Departamento de Relaciones Industriales confeccionara un re- sumen sobre los requisitos de salario y horario de esta Disposicion en español, chino y algunos otros idiomas cuando sea posible hacerlo. Envie por correo su pedido por dichos resumenes al Departamento a: P.O. box 420603, San Francisco, CA 94142-0603.    
 Department of Industrial Relations P.O. box 420603 San Francisco, CA 94142-0603

— 9    All complaints  are  handled  confidentially
.   For fu rther  information  or to  file  y our complaints, contact the State  of California  at  the following  department offices: 
  Division  of  Labor  Standar ds En forcement  (DLSE)  
  B AKERSFIELD  
Division   of   Labor   Standards   En f orcement  
7718   Meany   A v e .  
Ba k ersfield,   CA    93308  
661 - 587 - 3060   REDDING  
Division   of   Labor   Standards   En f orcement  
Redding,   CA     
530 - 225 - 2655   SAN   JOSE  
Division   of   Labor   Standards   En f orcement  
100   P aseo   De   San   Antoni o ,   Room   120  
San   Jos e ,   CA    95113  
408 - 277 - 1266  
   
 
EL   CENT R O  
Division   of   Labor   Standards   En f orcement  
1550   W .   Main   St.  
El   Centr o ,   CA    92643  
760 - 353 - 0607   S A CRAMEN T O  
Division   of   Labor   Standards   En f orcement  
2031   H o w e   A v e ,   Suite   100  
Sac r ament o ,   CA    95825  
916 - 263 - 1811   SAN T A   ANA  
Division   of   Labor   Standards   En f orcement  
605   W est   Santa   Ana   Blvd.,   Bldg.   2 8 ,   R o o m   625  
Santa   Ana,   CA    92701  
714 - 558 - 4910  
   
 
FRESNO   SALINAS  
SAN T A   B AR B ARA  
Division   of   Labor   Standards   En f orcement   Division   of   Labor   Standards   En f orcement  
Division   of   Labor   Standards   En f orcement  
770   E.   Sh a w   A v e .,   Suite   222   1870   N.   Main   Street,   Suite   150  
411   E.   Canon   P erdid o ,   Room   3  
F resn o ,   CA    93710   Salina s ,   CA    93906  
Santa   Barba r a,   CA    93101  
559 - 244 - 5340   831 - 443 - 3041  
805 - 568 - 1222  
   
 
LONG BEACH   SAN   BERNARDINO    
Division   of   Labor   Standards   En f orcement   Division   of   Labor   Standards   En f orcement  
SAN T A   R OSA  
300   Oceangat e ,   3 rd   
Floor   464   W est   4 th   
Street,   Room   348  
Division   of   Labor   Standards   En f orcement  
Long   Beach,   CA    90802   San   Be r nardin 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   En f orcement   Division   of   Labor   Standards   En f orcement  
S T OCK T ON  
320  W . Fourth St., Suite 450   7575   Metropolitan,   Room   210  
Division   of   Labor   Standards   En f orcement  
Los Angeles,  CA 90013   San   Dieg o ,   CA    92108  
31   E.   Channel   Street,   Room   317  
213 - 620 - 6330   619 - 220 - 5451  
Sto c kton,   CA   95202  
   
209 - 948 - 7771  
     
OAKLAND   SAN   FRANCISCO  
 
Division   of   Labor   Standards   En f orcement   Division   of   Labor   Standards   En f orcement  
V AN   NUYS  
1515 Clay Street, Room 801   455   Golden   Gate   A v e .   10 th   
Floor  
Division   of   Labor   Standards   En f orcement  
Oakland,  CA  94612   San   F r ancisc o ,   CA    94102  
6150  V an   Nuys   Boul e v ard,   Room   206  
510 - 622 - 3273   415 - 703 - 5300  
V an   Nuy s ,   CA    91401  
   
818 - 901 - 5315  
     
 SAN FRANCISCO – HEADQUARTERS  
Division   of   Labor   Standards   En f orcement  
455   Golden   Gate   A v e .   9 th   
Floor  
San   F r ancisc o ,   CA    94102  
415 - 703 - 4810    
 
   
 
 
 
 
 
 
 
 
 
 
 
 
EMPLOYERS:      Do not send copies  of your alternative workw eek 
election  ballots  or  election  procedures
. 
Only  the  results  of  the  alternative  workw eek  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  Pr
evailing Wage  Hotline  (415)  703-4774
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Other California Labor Law Posters 5 PDFS

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