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

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


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 .

It appears you don't have a PDF plugin for this browser. Please see the link below to download california-iwcarticle17.pdf.

OFFICIAL NOTICE 
  INDUSTRIAL WELFARE COMMISSION 
ORDER NO.  17-2001  
REGULATING  
WAGES, HOURS AND WORKING CONDITIONS IN THE  
 
MISCELLANEOUS EMPLOYEES 
 
 
Effective Jan uary 1, 2002 as amended  
 
 
Please refer to IWC Order MW- 2014  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. 07- 2014) 
OSP 06 98775

— 1    •
 Please Post With This Side Showing • 
OFFICIAL  NOTICE  
Effective January 1, 2002  as amended 
 
Please refer  to IWC Order MW-2014 regarding application  of the mandatory minimum wage 
and  
meal and lodging credits 
INDUSTRIAL  WELFARE  COMMISSION  ORDER  NO.  17-2001 
REGULATING  
WAGES,  HOURS  AND  WORKING  CONDITIONS  IN  THE  
 
MISCELLANEOUS  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 minim um wage  and meals  and lodging credits  in the  Industrial 
W elfare  Commission ’s  Orders  as  a  result  of  legislation  enacted  (AB  10,  Ch .  3 51,  Stats  of  20 13 ,  a mendi ng  s ec tion  118 2.1 2 
of  the  Californi a  La bo r  Co de,  a nd  A B  18 35 , Ch.  230,   Stats  of 2006,   adding  sections  1182.12 and 1182.13 to the Cali fornia 
Labor Code .)  The amendments and republishing mak e no other changes to the IWC’s Orders. 
 
1.  APPLICABILITY 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  work  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 
 modification 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 dete
 rminative  of the  applicability 
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 
equa
l to the percentage 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 employ ee in an  ent ry-lev el position who  is learning to become proficient  in the  theoretical 
and  practical  application  of  highly  specializ ed inf
ormation  to  computer  systems  analysis,  pro gramming,  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  operation  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   professional 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 writing 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 
 visitors to computer-related media such 
as the Wor ld Wide Web or CD-R OMs. 
 
*  Pursuant  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 f
 ective January 1, 
2007.  This hour ly rate  of pay  is adjusted  on October 1  of 
 each year to  be  effective  on Jan uary  1, of  the  following y ear, and  may 
be obtained  at ww
 w.di r.ca.gov/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
 permitted, 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,  before 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 dur- 
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 during 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 during  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)  above)  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 purposes  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  advance 
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 advance;  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  period 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  period  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  period was not 
w ai ved.  
(C)  If an   employ er  fails  to pr ovide  an  employ ee
  a  meal  period 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  period during  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  period during 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 por- 
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  part  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  during 
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   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. 
On

ly  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
download

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 Notice to Employees - Injuries caused by Work Workers Compensation Law
Mandatory Whistleblower Protections Whistleblower Law
Mandatory Paid Sick Leave Sick Leave Law
Mandatory Emergency Phone Numbers Miscellaneous Law
Mandatory Payday Notice Miscellaneous Law

View all 30 California labor law posters


Get a California all-in-one labor law poster

Instead of printing out pages of mandatory California and Federal labor law posters, you can purchase a professional, laminated all-in-one labor law poster that guarantees compliance with all California and federal posting requirements. Fully updated for 2017!

Get All-In-One Poster Now

Poster Sources:

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-industrial-welfare-commission-iwc-wage-order-17-poster.htm