California Industrial Welfare Commission (IWC) Wage Order #17 Miscellaneous Employees Poster
The Industrial Welfare Commission (IWC) Wage Order #17 Miscellaneous Employees is a general labor law poster 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 N OTICE INDUSTRIAL WEL F ARE COMMISSION ORDER NO. 17-2001 REGUL A TING W AGES, HOURS AND WORKING CONDITIONS IN THE MISCELLAN EOUS EMPL OYEES Ef fective Janua ry 1, 2002 as amended Please refer to IWC Order MW- 2 019 regarding application of the mandatory minimum wage and meal and lodging credits This Order Must Be Posted Where Employees Can Read It Easily IWC FORM 1117 (Rev. 01 -201 9) OSP 06 98775 — 1 •Please Post With This Side Showing • OFFICIAL NOTICE Effective January 1, 2002 as amended Please refer to IWC Order MW-201 9 regarding application of the mandatory minimum wage and me al and lodging credits INDUSTRIAL WELFAR E COMMISSION O RDER NO. 17-2001 REGUL ATING W AGES, HOURS AND WORKING CONDITIONS IN THE MI SCELLANEOUS EMPLOYEES TAKE NOTICE: To employers and representativ es 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 purs uant to s ection 1182.13 of the California Labor Code. The amendments and republishing make no other changes to the IWC’s Orders. 1. AP PLICABILITY OF ORDER This w age 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 pr eviously covered by, and all employ ees 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 ex empt from the daily overtime pay pr ovisions of California Labor Code Section 510, if all of the following apply: (1) The employ ee is primar ily engaged in w ork that is intellectual or creative and requires the ex ercise 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 hardw are, softw are, or system functional specifications. (b) The design, developmen t, documentation, analysis, creation, testing, or modif ication of computer systems or pro- gr am s, including prototypes, based on and related to user or system design specifications. (c) The documentation, testing, creation, or modification of computer pro grams related to the design of software or hardware for computer operating systems. (2) The employ ee is highly skilled and is proficient in the theoretical and practical application of highly specializ ed informa- tion to computer systems analysis, pro gramming, and software engineering. A job title shall not be determinative of the appl icability of this exemption. (3) The employ ee’s hour ly r ate of pay is not less than forty-one dollars ($41.00). The Office of Policy, Research and Legislation shall adjust this pay r ate on October 1 of each y ear to be ef fective on January 1 of the following y ear by an amount equal to the pe rcentage increase in the California Consumer Price Inde x for Urban Wage Earners and Clerical Work ers.* (C) The exemption provided in subsection (B) does not apply to an employee if any of the following apply: (1) The employ ee is a trainee or em ployee in an ent ry-lev el pos ition who is learning to become proficient in the theoretical and practical application of highly specializ ed information to c omputer systems analysis, progr amming, and software engineer- ing. (2) The employ ee is in a computer-related occupation b ut has not attained the lev el of skill and expertise necessary to work independently and without close supervision. (3) The employ ee is engaged in the oper ation of computers or in the ma nufacture, repair, or maintenance of computer hardware and related equipment. (4) The employ ee is an engineer, drafter, machinist, or other profess ional whose work is highly dependent upon or facili- tated by the use of computers and computer software pro grams and who is skilled in computer-aided design softw are, including CAD/CAM, but who is not in a computer systems analysis or pro gramming occupation. (5) The employ ee is a writer engaged in wr iting material, including box labels, product descriptions, documentation, pro- motional material, setup and installation instructions, and other similar written information, either f or print or for on screen media or who writes or pr ovides content material intended to be read by customers, subscribers, or vis itors to computer-related media such as the Wor ld Wide Web or CD-R OMs. * Purs uant to Labor Code section 515.5, subdivision (a)(4), the Office of Policy, Research and Legislation, Department of Industrial Relations, has adjusted the minim um hou rly rate of pay specified in this subdivision to be $49.77, ef fecti ve January 1, 2007. T his hour ly rate of pay is adjusted on October 1 of each year to be effective on Ja nuary 1, of the fo llowing year, and may be obtained at www.dir.ca.g ov/IWC or by mail from the Department of Industrial Relations. — 2 (6) The employee is engaged in any of the activities set forth in subsection (B) for the purpose of creating imager y for ef- fects 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 pro gram, such as Ameri- Co rps, 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 “alte rnati ve workw eek schedule” means any regular ly scheduled workw eek requiring an employee to work more than eight (8) hours in a 24-hour period. (B) “Shift” means designated hours of wor k by an employee, with a designated beginning time and quitting time. (C) “Wor kday” and “day” mean any consecutiv e 24-hour period beginning at the same time each calendar day. (D) “Workw eek” and “w eek” mean any sev en (7) consecutive days, starting with the same calendar day each week. “Workw eek” is a fix ed and regula rly recurring period of 168 hours , seven (7) consecutiv e 24-hour periods. 3. ADMINISTRATIVE, EXECUTIVE, AND PROFESSIONAL EMPLO YEES The following provisions shall not apply to persons employ ed in administr ative, executive, or professional capacities. No person shall be considered to be employ ed in an administr ative, executive, or professional capacity unless the person is primar ily engaged in the duties which meet the test of the ex emption and ea rns a monthly salary equivalent to no less than two (2) times the state mini- mum w age for full-time employment. The duties that meet the tests of the exemption are one of the following set of conditions: (A) The employ ee is engaged in work which is primarily intellectual, managerial, or creative, and which requires exercise of discretion and independent judgment; or (B) The employ ee is licensed or ce rtified by the State of California and is engaged in the practice of one of the following rec- ogni zed professions: law, medicine, dentistry, optometry, architecture, engineering, teaching, or accounting, or is engaged in an occupation commonly recogniz ed as a lear ned or artistic profession; provided, however, that pharmacists employ ed to engage in the practice of pharmacy, and registered nurses employ ed to engage in the practice of nursing, shall not be considered exempt professional employ ee s, nor shall they be considered exempt from cover age for the pu rposes of this subsection unless they indi- vidually meet the criteria established for exemption as executive or administr ative employ ee s. (C) F or the pu rposes of this section, “full-time emplo yment” means employment in which an employ ee is employ ed for 40 hours per week. (D) For the purposes of this section, “primar ily” means more than one-half of the employ ee’s work time. 4. D AI LY OVERTIME – GENERAL PROVISIONS The following overtime provisions are applicab le to employees 18 years of age or ov er and to employ ees 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 wor k. Such employ ees shall not be employ ed more than eight (8) hours in any wor kday or more than 40 hours in any workweek unless the employ ee receiv es one and one-half (11 /2 ) times such employ ee ’s regular r ate of pay f or all hours work ed over 40 hours in the workweek. Eight (8) hours of labor constitutes a day’s wor k. Employment b eyond eight (8) hours in any wor kday or more than six (6) days in an y workweek is permissible provided the employee is compensated for such overtime at not less than: (A) One and one-half (11 /2 ) times the employ ee ’s regular rate of pay f or all hours work ed in excess of eight (8) hours up to and including 12 hours in any wor kday, and f or the first eight (8) hours work ed on the sev enth (7th) consecutive day of work in a workweek; and (B) Doub le the employ ee ’s regular r ate of pay f or all hours work ed in excess of 12 hours in any wor kday and f or all hours work ed in excess of eight (8) hours on the seventh (7th) consecutiv e day of work in a workweek. (C) The overtime r ate of compensation required to be paid to a nonexempt full-time salaried employ ee shall be computed b y using the employ ee ’s regular hourly salary as one-fortieth (1/40) of the employ ee ’s weekly salary. 5. ALTERNATIVE WORKWEEK (A) No employ er shall be deemed to have violated the daily overtime provisions by instituting, pursuant to the election proce- dures set for th in this w age order, a regular ly scheduled alter native workw eek schedule of not more than ten (10) hours per day within a 40 hour workw eek without the payment of an overtime r ate of compensation. All work performed in any wor kday b eyond the schedule established by the agreement up to 12 hours a day or bey ond 40 hours per week shall be paid at one and one-half (1 1 /2 ) times the employ ee ’s regular r ate of pay. All work performed in excess of 12 hours per day and any work in excess of eight (8) hours on those days work ed bey ond the regular ly scheduled number of wor kdays established by the alternative workweek agreement shall be paid at doub le the employ ee ’s regular r ate of pay. Any alter native workw eek agreement adopted pursuant to this section shall provide f or 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 f or another day of the same length in the shift provided by the alter native workw eek agreement on an occasional basis to meet the personal needs of the employ ee 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 hav e been work ed for the purpose of computing overtime compensation. (B) If an employ er whose employ ees have adopted an alternative workw eek agreement permitted by this order requires an employ ee to work few er hours than those that are regular ly scheduled by the agreement, the employ er shall pay the employee overtime compensation at a rate of one and one-half (11 /2 ) times the employ ee ’s regular r ate of pay f or all hours work ed in excess of eight (8) hour s, and double the employ ee’s regular r ate of pay f or all hours work ed in excess of 12 hours f or the day the employee is required to work the reduced hours. — 3 (C) An employ er shall not reduce an employ ee’s regular r ate of hou rly pay as a result of the adoption, repeal or nullification of an alter native workweek schedule. (D) An employ er shall explore any availab le reasonab le alternative means of accommodating the religious belief or observance of an af fected employ ee that conflicts with an adopted alter native workw eek schedule, in the manner provided by subdivision (j) of Section 12940 of the Government Code. (E) An employ er shall make a reasonab le ef fort to find a work schedule not to exceed eight (8) hours in a wor kday, in order to accommodate any affected employee who was eligible to vote in an election authoriz ed by this section and who is unable to work the alter native workweek schedule established as the result of that election. (F) An employ er shall be pe rmitted, b ut not required, to provide a work schedule not to exceed eight (8) hours in a wor kday to accommodate any employ ee who is hired after the date of the election and who is unab le 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 sev en (7) shall not be constr ued to pr ev ent an accumulation of da ys of rest when the nature of the employment reasonab ly requires the employ ee to work sev en (7) or more consecutive days; provided, however, that in each calendar month, the employ ee shall receive the equi valent 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 ef fect prior to 1998, and be fore the performance of the work, shall remain valid after July 1, 2000 provided that the results of the election are repor ted by the employ er to the Office of Policy, Research and Legislation by Jan ua ry 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 f or an alternative workw eek schedule shall be in the form of a written agreement proposed by the employer . The proposed agreement must designate a regular ly scheduled alter native workw eek in which the specified number of work days and work hours are regular ly recurring. The actual days work ed within that alternative workw eek schedule need not be specified. The employ er may propose a single work schedule that would become the standard schedule f or workers in the work unit, or a me nu of work schedule options, from which each employ ee in the unit would be entitled to choose. If the employ er 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 alter native workw eek schedule must be adopted in a secret ballot election, be fore the per formance of wor k, by at least a two-thirds (2/3) v ote of the affected employ ees in the work unit. The election shall be held du r- ing regular working hours at the employ ees’ work site. F or pu rposes of this subsection, “affected employees in the work unit” may include all employ ees in a readily identifiab le 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 c riteria for an identifiable work unit in this subsection are met. (C) Prior to the secret ballot vote, any employ er who proposed to institute an alter native workw eek schedule shall have made a disclosure in writing to the affected employ ee s, including the ef fects of the proposed arrangement on the employ ees’ wages , hour s, and benefits. Such a disclosure shall include meeting(s), duly noticed, held at least 14 days prior to voting, f or the specific pu rpose of discussing the effects of the alter native workweek schedule. An employ er shall provide that disclosure in a non-English language, as well as in English, if at least five (5) percent of the affected employ ees primar ily speak that non-English language . The employ er shall mail the written disclosure to employ ees who do not attend the meeting. Failure to comply with this section shall mak e the election null and void. (D) Any election to establish or repeal an alternative workw eek schedule shall be held du ring regular working hours at the work site of the affected employ ees. The employ er 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 alter native workweek schedule that is authoriz ed by the Labor Code may be repealed by the af fected employ ees. Upon a petition of one-third (1/3) of the af fected employ ees, a new secret ballot election shall be held and a two-thirds (2/3) v ote of the af fected employ ees shall be required to reverse the alter native workw eek schedule. The election to repeal the alter native workw eek schedule shall be held not more than 30 da ys 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 alter native workw eek schedule. The election shall take place du ring regular working hours at the employ ees’ work site. If the alter native workw eek schedule is revok ed, the employ er shall comply within 60 days. Upon proper showing of undue hardship, the Division of Labor Standards Enforcement ma y gr ant an extension of time for compliance. (F) Only secret ballots may be cast by affected employ ees in the work unit at any election held pursuant to this section. The results of any election conducted pursuant to this section shall be reported by the employ er 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 v ote, the size of the unit, and the nature of the business of the employer. (G) Employ ees af fected by a change in the work hours resulting from the adoption of an alter native workw eek schedule ma y 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 employ ees to vote either in support of or in opposition to a proposed alter native workweek. No employees shall be discharged or discriminated against f or expressing opinions concerning the alter native work- w eek 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 alter native workw eek to the af fected employ ee s. A violation of this subsection shall be subject to Labor Code Section 98 et seq. — 4 6. MINORS VIOLATIONS OF CHILD LABOR LA WS are subject to civil penalties of from $500 to $10,000 as well as to criminal penalties. Re fer to California Labor Code Sections 1285 to 1312 and 1390 to 1399 for additional restrictions on the employment of minors and f or descriptions of criminal and civil penalties f or violation of the child labor laws. Employers should ask school districts about any required work permits. 7. COLLECTIVE BARGAINING AGREEMENTS (A) Sections 4 and 5 of this order shall not apply to any employ ee covered by a valid collective bargaining agreement if the agreement expressly provides f or the wage s, hours of wor k, and working conditions of the employ ee s, and if the agreement provides premium w age rates for all overtime hours work ed and a regular hourly rate of pay f or those employ ees of not less than 30 percent more than the state minimum w ag e. (B) Notwithstanding Section 7(A), where the employ er and a labor organization representing employ ees of the employ er hav e entered into a valid collective bargaining agreement pertaining to the hours of work of the employ ee s, the requirement regarding the equi valent of one (1) day ’s rest in sev en (7) (see Section 5(G) ab ove) shall apply, unless the agreement expressly provides otherwise. 8. MAKEUP TIME If an employ er appr oves a written request of an employ ee to ma ke up work time that is or would be lost as a result of a personal obligation of the employee, the hours of that ma keup work time, if per formed in the same workw eek in which the work time was lost, may not be counted tow ard computing the total number of hours work ed in a day f or pu rposes of the overtime requirements , except f or hours in excess of 11 hours of work in one (1) day or 40 hours of work in one workweek. If an employ ee kn ows in ad vance that he/she will be requesting ma keup time for a personal obligation that will recur at a fixed time over a succession of w eeks, the employ ee may request to ma ke up work time f or up to f our (4) weeks in ad vance; provided, however, that the ma keup work must be per formed in the same week that the work time w as lost. An employ ee shall provide a signed written request f or each occasion that the employ ee makes a request to ma ke up work time pursuant to this section. While an employer may inform an employ ee of this makeup time option, the employ er is prohibited from encouraging or otherwise soliciting an employ ee to request the employ er’s appr oval to take personal time off and mak e up the work hours within the same workweek pursuant to this section. 9. MEAL PERIODS (A) No employ er shall employ any person f or a work pe riod of more than fi ve (5) hours without a meal pe riod of not less than 30 mi nute s, except that when a work period of not more than six (6) hours will complete the day ’s work the meal pe riod may be w ai ved by mutual consent of the employer and the employee. (B) An employ er may not employ an employ ee for a work period of more than ten (10) hours per day without providing the employ ee with a second meal pe riod of not less than 30 mi nutes, except that if the total hours work ed is no more than 12 hour s, the second meal pe riod may be waived by m utual consent of the employ er and the employ ee only if the first meal pe riod was not w ai ved. (C) If an employ er fails to pr ovide an employ ee a meal pe riod in accordance with the applicab le pr ovisions of this order, the employ er shall pay the employ ee one (1) hour of pay at the employ ee’s regular r ate of compensation f or each wor kday that the meal period is not provided. 10. PENALTIES In addition to any other civil or criminal penalty pr ovided by law, any employ er or any other person acting on behalf of the em- pl oyer 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 employ ee for each pay pe riod du ring which the employ ee was underpaid in addition to the amount which is sufficient to recover unpaid w ages. (B) Subsequent Violations - $100.00 f or each underpaid employ ee for each pay pe riod du ring which the employ ee was under- paid in addition to an amount which is sufficient to recover unpaid w ages. (C) The affected employee shall receiv e 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 wages for overtime work in violation of this order. 11. SE PARABILITY If the application of any provision of this order, or any section, subsection, subdivision, sentence, clause, ph ras e, word, or po r- tion of this order should be held invalid or unconstitutional or unauthoriz ed or prohibited by statute, the remaining provisions thereof shall not be af fected thereby, b ut shall continue to be gi ven full force and ef fect as if the pa rt so held invalid or unconstitutional had not been included herein. 12. POSTING OF ORDER Every employ er shall k eep a copy of this order posted in an area frequented by employ ees where it may be easily read du ring the wor kday. Where the location of work or other conditions make this impractical, every employ er shall k eep a copy of this order and make it available to every employ ee upon request. — 5 QUESTIONS ABOUT ENFORCEMENT of the Industrial W elfare 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 w age order. Look in the white pages of your telephone directory under CALIFORNIA, State of, Industrial Relations f or the address and telephone number of the office nearest y ou. 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 Th e Department of Industrial Relations will make summaries of wage and hour requirements in this Order available in Spanish, Chinese and certain other languag es when it is feasib le to do so. Mail your request for such summaries to the Department at: P.O. Box 420603, San Francisco, CA 94142-0603. RESUMEN EN OTR OS 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 di chos 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 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 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 FRESNO SALINAS 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 F resn o , CA 93710 Salina s , CA 93906 559 - 244 - 5340 831 - 443 - 3041 LONG BEACH SAN BERNARDINO Division of Labor Standards En f orcement Division of Labor Standards En f orcement 300 Oceangat e , 3 rd Floor 464 W est 4 th Street, Room 348 Long Beach, CA 90802 San Be r nardin o , CA 92401 562 - 590 - 5048 909 - 383 - 4334 LOS ANGELES SAN DIEGO Division of Labor Standards En f orcement Division of Labor Standards En f orcement 320 W . Fourth St., Suite 450 7575 Metropolitan, Room 210 Los Angeles, CA 90013 San Dieg o , CA 92108 213 - 620 - 6330 619 - 220 - 5451 OAKLAND SAN FRANCISCO Division of Labor Standards En f orcement Division of Labor Standards En f orcement 1515 Clay Street, Room 801 455 Golden Gate A v e . 10 th Floor Oakland, CA 94612 San F r ancisc o , CA 94102 510 - 622 - 3273 415 - 703 - 5300 SAN JOSE Division of Labor Standards En forcement 100 Paseo De San Antonio, Room 120 San Jose, CA 95113 408 -277-1266 SANTA ANA Division of Labor Standards Enforcement 2 MacArthur Place, Ste. 800 Santa Ana, CA 92707 714-558-4910 SANTA BARBARA Division of Labor Standards Enforcement 411 E. Canon Perdido, Room 3 Santa Barbara, CA 93101 805-568-1222 SANTA ROSA Division of Labor Standards Enforcement 50 “D” Street, Suite 360 Santa Rosa, CA 95404 707-576-2362 STOCKTON Division of Labor Standards Enforcement 31 E. Channel Street, Room 317 Stockton, CA 95202 209-948-7771 VAN NUYS Division of Labor Standards Enforcement 6150 Van Nuys Boulevard, Room 206 Van Nuys, CA 91401 818-901-5315SAN FRANCISCO – HEAD QUARTERS 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. Onl y the results of the alternative workw eek election shall be mailed to: Dep artment 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
Other California Labor Law Posters 5 PDFS
There are an additional 29 optional and mandatory California labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.
|Poster Name||Poster Type|
|Mandatory Workplace Discrimination and Harassment Poster||Workplace Violence Law|
|Mandatory Notice to Employees - Injuries caused by Work||Workers Compensation Law|
|Mandatory Whistleblower Notice||Whistleblower Law|
|Mandatory Unemployment Insurance Benefits||Unemployment Law|
|Mandatory Unemployment Insurance Benefits (Spanish)||Unemployment Law|
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.