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California Free Printable Labor Law Posters Posters California Industrial Welfare Commission (IWC) Wage Order #17 Miscellaneous Employees Poster

 Industrial Welfare Commission (IWC) Wage Order #17 Miscellaneous Employees PDF

The Industrial Welfare Commission (IWC) Wage Order #17 Miscellaneous Employees is a labor law posters poster by the California Department Of Industrial Relations. This poster is mandatory for some employers, including employers in miscellaneous industries.

This poster must be posted in a conspicuous place where all employees will of any miscellaneous industry 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 by miscellaneous industries. 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. 17 -2001  
REGULATING  
WAGES, HOURS AND WORKING CONDITIONS IN THE  	
MISCELLANEOUS EMPLOYEES 	
Effective January 1, 2002 as amended  	
 	
Please refer to IWC Order MW-2024  regarding application of the mandatory minimum wage 
and meal and lodging credits  	
 	
This Order Must Be Posted Where Employees Can Read It Easily 	
 
 	
Visit www.dir.ca.gov	 	
 
 
 
 
 
 
 
 
 
IWC FORM 1117 (Rev. 11- 2023) 	
  OSP 06 98775

—	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 wage order implements changes in the law as a result of the Legislature’s enactment of the “Eight- Hour-Day Restoration 
and Workplace Flexibility Act,” Stats. 1999, ch. 134 (commonly referred to as AB 60).  
(A) 	 Any industry or occupation not previously covered by,  and all employees not specifically exempted in, the Commission’s 
wage orders in effect in 1997, or otherwise exempted by  law, are covered  by this order. 	
(B)  	 Except as provided in subsection (C), an employee in the computer software field who is paid on an hourly basis shall 
be exempt  from the daily overtime pay provisions of California Labor Code Section 510, if all of the following  apply: 
(1) 	 The employee is primarily engaged in work that is intellectual or creative and requires the exercise of discretion and 
independent judgment, and the employee is primarily engaged in duties that consist of one or more of the  following: 
(a) 	 The application of systems analysis techniques and procedures, including consulting with users, to determine 
hardware, software, or system functional  specifications.  	
(b) 	 The  design,  development,  documentation,  analysis,  creation, testing,  or modification  of computer  systems  or 
pro - grams, including prototypes, based on and related to user or system design  specifications. 	
(c) 	 The documentation, testing, creation, or modification of computer programs related to the design of software or 
hardware for computer operating  systems. 	
(2) 	 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.  	
(3) 	 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.	
1 	
(C)  	 The exemption provided in subsection (B) does not apply to an employee if any of the following  apply: 
(1) 	 The  employee  is a  trainee  or employee  in an  entry -level  position  who is  learning  to become  proficient  in  the  theoretical 
and practical application of highly specialized information to computer systems analysis, programming, and software engineeri ng. 	
(2) 	 The employee is in a computer -related occupation but has not attained the  level of skill and expertise necessary to 
work independently and without close  supervision. 	
(3) 	 The employee is engaged in the operation of computers or in the manufacture, repair, or maintenance of computer 
hardware and related  equipment. 	
(4) 	 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. 
 	
 	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 l or by mail from the Department of Industrial Relations.  	
 	 	
OFFICIAL NOTICE 	
 	
 	
 	
INDUSTRIAL WELFARE COMMISSION 
ORDER NO. 17 -2001 
REGULATING  
WAGES,  HOURS AND WORKING CONDITIONS IN THE  	
MISCELLANEOUS EMPLOYEES

—	2 	 	
(5) 	 The employee is a writer engaged in writing material, including box labels, product descriptions, documentation, pro-  
motional material, setup and installation instructions, and other similar written information, either for print or for on scr een 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.  	
(6) 	 The  employee  is engaged  in any  of the  activities  set  forth  in subsection  (B) for the  purpose  of creating  imagery for  
effects used in the motion picture, television, or theatrical  industry.  	
(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) 	 “Shift” means designated hours of work  by an employee, with a designated beginning time and quitting  time. 	
(C) 	 “Workday”  and  “day”  mean any  consecutive 24- hour period  beginning  at the same  time each calendar  day.  	
(D) 	 “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. 	ADMINISTRATIVE, EXECUTIVE,  AND PROFESSIONAL  EMPLOYEES  
The following  provisions  shall  not  apply  to  persons  employed  in administrative,  executive,  or  professional  capacities.  No  person 
shall  be  considered  to be  employed  in an  administrative,  executive,  or  professional  capacity  unless  the  person  is primarily  engaged 
in  the  duties  which  meet  the  test  of  the  exemption  and earns  a  monthly  salary  equivalent  to  no  less  than  two (2)  times  the  state 
minimum  wage  for  full -time  employment.  The  duties  that  meet  the  tests  of  the exemption  are one  of the  following  set of  conditions:  
(A) 	 The employee is engaged in work which is primarily intellectual, managerial, or creative, and which requires exercise of 
discretion and independent judgment;  or  	
(B)  	 The employee is licensed or certified by  the State of California and is engaged in the practice of one of the following 
recognized professions:  law, medicine, dentistry, optometry, architecture, engineering, teaching, or accounting, or is engaged in 
an occupation commonly recognized as a learned or artistic profession; provided, however,  that 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 subsection unless they 
individually meet the criteria established for exemption as executive or administrative  employees. 	
(C) 	 For  the  purposes  of  this  section,  “full -time  employment”  means  employment  in  which  an  employee  is employed  for 40  hours 
per  week.  	
(D) 	 For  the purposes of this section, “primarily” means more than one- half of the employee’s  work time.  	
4. 	DAILY  OVERTIME  – GENERAL  PROVISIONS  
The following overtime provisions are applicable to 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:  	
(A) 	 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 	
(B)  	 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. 	
(C) 	 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.  	
5. 	ALTERNATIVE  WORKWEEK  
(A) 	 No employer shall be deemed to have  violated the daily overtime provisions by  instituting, pursuant to the election 
procedures set forth in this wage  order, a regularly scheduled alternative workweek schedule of not more than ten (10) hours per 
day  within a 40 hour workweek without the payment of an overtime rate of compensation. All work performed in any workday 
beyond the schedule established by  the agreement up to 12 hours a day or beyond 40 hours per week shall be paid at one and 
one- half 
(1	
1/
2 ) times t
he employee’s  regular rate of pay.  All work performed in excess of 12 hours per day  and any work in excess 
of  eight  (8) 
hours on those  days worked beyond the regularly scheduled  number of workdays established  by the alternative 
workweek agreement shall be paid at double the employee’s  regular rate of pay. Any alternative workweek agreement adopted 
pursuant to this  section  shall  provide  for not  less  than  four (4)  hours  of  work  in  any  shift.  Nothing  in this  section  shall  prohibit  an  
employer,  at the request  of  the  employee,  to  substitute  one  (1) day  of  work  for  another  day  of  the  same  length  in the  shift  provided

—	3 	 
by the  alternative workweek agreement on an occasional basis to meet the personal needs of the  employee without the payment 
of overtime. No  
hours paid at either one and one- half (1	1/
2 ) or double the regular rate of pay shall be included in determining when 
40 hours  have
 been worked for the purpose of computing overtime compensation.  	
(B) 	 If an employer whose employees  have adopted an alternative workweek agreement permitted  by this order requires  an 
employee to work fewer  hours than those that are regularly scheduled by  the agreement, the employer shall pay the employee 
overtime  compensation  at a  rate  of 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,  and  double  the employee’s  regular  rate  of pay  for  all  hours  worked  in excess  of 12  hours  for  the  day  the  employee 
is required to work the reduced  hours. 	
(C) 	 An  employer  shall  not  reduce  an employee’s  regular  rate  of hourly  pay  as  a  result  of  the  adoption,  repeal  or  nullification  of 
an alternative workweek  schedule.  	
(D) 	 An  employer  shall  explore  any available  reasonable  alternative means of  accommodating  the religious  belief  or  observance 
of  an  affected  employee  that conflicts  with  an  adopted  alternative  workweek schedule,  in  the  manner  provided  by subdivision  (j)  of 
Section 12940 of the Government  Code. 	
(E) 	 An  employer  shall  make  a reasonable  effort to  find  a work  schedule  not  to  exceed  eight (8)  hours  in  a  workday,  in order  to 
accommodate  any affected  employee  who was  eligible  to  vote  in an  election  authorized  by this  section  and  who is  unable  to work 
the alternative workweek schedule established as the result of that  election. 	
(F) 	 An employer shall be permitted, but not required, to provide a work schedule not to exceed eight (8) hours in a workday 
to accommodate any employee who is hired after the date of the election and who is unable to work the alternative workweek 
schedule established by  the election.  	
(G) 	 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). 	
(H) 	 Arrangements  adopted  in a  secret  ballot  election  held  pursuant  to  this  order  prior  to  1998,  or  under  the  rules  in  effect  prior 
to 1998, and before the performance of the work, shall remain valid after July 1, 2000 provided that the results of the elect ion are 
reported  by the employer to the Office of Policy, Research and Legislation by  January 1, 2001, in accordance with the requirements 
of Election Procedures subsection  F. New arrangements can only be entered into pursuant to the provisions of this section.  
Election Procedures  	
(A) 	 Each  proposal  for  an  alternative  workweek schedule  shall be  in the  form  of  a  written  agreement  proposed  by the  employer. 
The  proposed agreement  must designate  a regularly  scheduled alternative  workweek  in which  the  specified number  of  work  days 
and work hours are regularly recurring. The actual  days worked within that alternative workweek schedule need not be specified. 
The  employer  may  propose  a single  work  schedule  that would  become  the standard  schedule  for workers  in  the  work  unit,  or  a  menu 
of work schedule options, from which each employee in the unit would be entitled to choose. If the employer proposes a menu of 
work schedule options, the employee  may, with the approval of the  employer, move from one menu option to  another. 	
(B) 	 In order to be valid, the proposed alternative workweek schedule must be adopted in a secret ballot election, before the 
performance of work, by  at least a two-thirds (2/3) vote of the affected employees in the work unit. The election shall be held 
during  regular  working hours at  the employees’  work site.  For  purposes of  this  subsection,  “affected employees in  the  work unit”  
may  include all employees in a readily identifiable work unit, such as a division, a department, a job classification, a shift, a  separate 
physical  location,  or  a  recognized  subdivision of  any  such  work  unit.  A  work  unit  may  consist  of  an  individual  employee  as long  as 
the criteria for an identifiable work unit in this subsection are  met. 	
(C) 	 Prior  to the  secret  ballot  vote,  any  employer  who  proposed  to institute  an alternative  workweek schedule  shall have  made 
a disclosure in writing to the affected employees, including the effects of the proposed arrangement on the employees’ wages,  
hours, and benefits. Such a disclosure shall include meeting(s), duly noticed, held at least 14 days prior to voting, for the specific 
purpose  of discussing  the  effects  of  the  alternative  workweek schedule.  An  employer  shall  provide  that disclosure  in  a  non- English 
language, as well as in  English, if at least five (5) percent of the affected employees primarily speak that non- English language. 
The employer shall mail the written disclosure to employees who do not attend the meeting. Failure to comply with this section 
shall make the election null and void.  	
(D) 	 Any  election  to  establish  or  repeal  an  alternative  workweek schedule  shall be  held  during  regular  working  hours at  the  work 
site  of  the  affected  employees.  The  employer  shall  bear  the  costs  of  conducting  any election  held pursuant  to  this  section.  Upon  a 
complaint  by  an  affected  employee,  and  after  an  investigation  by the  labor  commissioner,  the  labor  commissioner  may  require  the 
employer to select a neutral third party to conduct the  election. 	
(E) 	 Any  type  of  alternative  workweek schedule  that is  authorized  by the  Labor  Code  may  be  repealed  by the  affected  employees. 
Upon a petition of one- third (1/3) of the affected employees, a new secret ballot election shall be held and a two- thirds (2/3) vote 
of the affected employees shall be required to  reverse the alternative workweek schedule. The election to repeal the alternative 
workweek schedule shall be held not more than 30 days after the petition is submitted to the employer,  except that the election 
shall  be held  not less  that  12 months  after the date  that the  same  group of employees  voted in  an  election held  to adopt  or repeal 
an alternative workweek schedule. The election shall take place during regular working hours at the employees’ work site. If the 
alternative  workweek schedule  is revoked,  the employer  shall  comply  within  60 days.  Upon  proper  showing  of undue  hardship,  the 
Division of Labor Standards Enforcement  may grant an extension of time for  compliance.  	
(F) 	 Only secret ballots may  be cast by affected employees in the work unit at any election held pursuant to this section. The

—	4 	 
results of any election conducted pursuant to this section shall be reported by the employer to the Office of Policy, Research and 
Legislation within 30  days after the results are final, and the report of election results shall be a public document. The report  shall 
include the final tally of the vote, the size of the unit, and the nature of the business of the  employer. 	
(G) 	 Employees affected  by a change in the work hours resulting from the adoption of an alternative workweek schedule may 
not be required to work those new work hours for at least 30  days after the announcement of the final results of the  election. 	
(H) 	 Employers shall not  intimidate or coerce employees to vote either in support of or in opposition to a proposed alternative 
workweek. No employees shall be discharged or discriminated against for expressing opinions concerning the alternative work - 
week  election  or for  opposing  or supporting  its adoption  or repeal.  However,  nothing in this  section  shall  prohibit  an  employer  from 
expressing  his/her position  concerning  that alternative  workweek to  the  affected  employees.  A  violation  of  this  subsection  shall be 
subject to Labor Code Section 98  et seq. 	
6.  	MINORS  
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 distr icts about 
any required work  permits.  	
7. 	COLLECTIVE BARGAINING  AGREEMENTS 
(A)  	 Sections 4 and 5 of this order 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.  	
(B) 	 Notwithstanding  Section 7(A), where  the  employer  and  a  labor  organization  representing  employees of  the  employer  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 Section 5(G) above) shall apply,  unless the agreement expressly provides 
otherwise.  	
8. 	MAKEUP  TIME  
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  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  section.  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  section.  	
9. 	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 hour s, 
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) 	 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. 	
10. 	PENALTIES  
In addition to any other civil or criminal penalty 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:  
(A) 	 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. 	
(B) 	 Subsequent  Violations  -  $100.00  for each  underpaid  employee for each  pay period  during which the  employee  was 
under - paid in addition to an amount which is sufficient to recover  unpaid wages. 	
(C) 	 The affected employee shall receive payment of all wages  recovered.  	
(D) 	 The labor commissioner  may also issue citations pursuant to California Labor Code Section 1197.1 for non- payment of

—	5 	 
wages for overtime work in violation of this order.  
11. 	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.  	
12. 	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. 	
 
 
 
 
 
 
 
 
 
 
 
 
 	
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  below  on  this  wage  order. Look  in  the  white  pages  of  your  telephone 
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

—	6 	 
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:   Division of Labor Standards Enforcement (DLSE) 	
BAKERSFIELD 
Labor Commissioner's Office/DLSE 
7718 Meany Ave.  
Bakersfield, CA 93308  
661-587 -3060 
 	
SACRAMENTO	 	
Labor Commissioner's Office/DLSE  
2031 Howe Ave, Suite 100  
Sacramento, CA 95825  
916-263 -1811  SANTA BARBARA
 
Labor Commissioner's Office/DLSE  
411 E. Canon Perdido, Room 3 
Santa Barbara, CA 93101  
805-568 -1222 	
 	
EL CENTRO	 	
Labor Commissioner's Office/DLSE  
1550 W. Main St.  
El Centro, CA 92243  
  760-353 -0607 	
SALINAS	 	
Labor  Commissioner's Office/DLSE  
950 E. Blanco Rd., Suite 204  
Salinas, CA 93901  
831-443 -3041 
 	
SANTA ROSA	 	
Labor Commissioner's Office/DLSE  
50 ?D? Street, Suite 360  
Santa Rosa, CA 95404  
707-576 -2362 
FRESNO  
Labor Commissioner's Office/DLSE  
770 E. Shaw Ave., Suite 222  
Fresno, CA 93710  
559-244 -5340
 	
 	
SAN BERNARDINO	 	
Labor Commissioner's Office/DLSE  
464 West 4th Street, Room 348 
San Bernardino, CA 92401  
909-383 -4334 	
STOCKTON	 	
Labor Commissioner's Office/DLSE  
3021 Reynolds Ranch PKWY, Suite 160  
Lodi, California 95240  
209-948 -7771 	
LONG	 BEACH	 	
Labor Commissioner's Office/DLSE  
1500 Hughes Way, Suite C -202  
Long Beach, CA 90810  
(562) 590-5048  
 	
SAN DIEGO	 	
Labor Commissioner's Office/DLSE  
7575 Metropolitan Dr., Room 210  
San Diego, CA 92108  
619-220 -5451 	
VAN NUYS	 	
Labor  Commissioner's Office/DLSE  
6150 Van Nuys Boulevard, Room 206  
Van Nuys, CA 91401  
818-901 -5315 	
LOS	 ANGELES	 	
Labor Commissioner's Office/DLSE  
320 W. Fourth St., Suite 450  
Los Angeles, CA 90013  
  213-620 -6330 	
SAN FRANCISCO	 	
Labor Commissioner's Office/DLSE  
455 Golden Gate Ave. 10th Floor  
San Francisco, CA 94102  
415-703 -5300 	
OAKLAND 	– HEADQUARTERS	 	
Labor Commissioner's Office/DLSE  
1515 Clay Street, Room 1302  
Oakland, CA 94612  
510-285 -2118 
[email protected]  
 	
OAKLAND	 	
Labor Commissioner's Office/DLSE  
1515 Clay Street, Room 801  
Oakland, CA 94612  
510-622 -3273  SAN JOSE
 
Labor Commissioner's Office/DLSE  
224 Airport Parkway, Suite 300 
San Jose, CA 95110  	
408	-277	-1266	 	
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 	
 	
REDDING  
Labor Commissioner's Office/DLSE  
250 Hemsted Drive, 2nd Floor, Suite A  
Redding, CA 96002  
  530-225 -2655 	 
SANTA  ANA 
Labor Commissioner's Office/DLSE  
2 MacArthur Place Suite 800  
Santa Ana, CA 92707  
714-558 -4910 	
 	Prevailing Wage Hotline (415) 703	-4774

Other California Labor Law Posters 4 PDFS

There are an additional 33 optional and mandatory California labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.


View all 34 California labor law posters


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Disclaimer:

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

** This Document Provided By LaborPosters.org **
Source: http://www.laborposters.org/california/37-california-iwc-wage-order-17-poster.htm