California Free Printable Labor Law Posters Posters California Industrial Welfare Commission (IWC) Wage Order #2 Personal Services Industry Poster

 Industrial Welfare Commission (IWC) Wage Order #2 Personal Services Industry PDF

The Industrial Welfare Commission (IWC) Wage Order #2 Personal Services Industry is a labor law posters poster by the California Department Of Industrial Relations. This poster is mandatory for some employers, including employers in the personal service industry.

This poster must be posted in a conspicuous place where all employees of any Personal Service 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 in the personal service industry. 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. 2-2001 	
REGULATING 	
WAGES, HOURS AND WORKING CONDITIONS IN THE 	
PERSONAL SERVICE INDUSTRY 	
Effective January 1, 2001 as amended 	
 	
Sections 4(A) and 10(C) amended and republished by the Department of Industrial 
Relations, effective January 1, 2021, pursuant to SB 3, Chapter 4, Statutes of 2016 and 
section 1182.13 of the Labor Code 	
 	
This Order Must Be Posted Where Employees Can Read It Easily 	
 
 
 
 
 
 
 
 
 
 
 
 
 	
IWC FORM 1102 (Rev. 11/2020) 	
OSP 06 98760

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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  W elfare 
Commission’s  Orders  as  a  result  of  legislation  enacted (SB  3,  Ch.  4,  Stats  of  2016,  amending  section 1182.12  of the California 
Labor Code), and pursuant to section 1182.13 of the California Labor Code. The amendments and republishing make no  other changes 
to the IWC’s Orders.  	
1. APPLICABILITY OF  ORDER 	
This  order  shall  apply  to  all persons  employed  in the  personal  service  industry  whether  paid  on a time,  piece  rate, commission,	 	
or other basis, except  that:  	
(A) 	Provisions  of  Sections   3 through  12 of this  order  shall  not  apply  to  persons  employed  in administrative,  executive, or	 	
professional  capacities.  The  following  requirements  shall  apply  in  determining  whether an  employee’s  duties  meet  the  test to	 	
qualify for an exemption from those  sections: 	
(1) 	Executive Exemption. A person employed in an executive capacity means any  employee:  
(a) 	Whose duties and responsibilities involve  the management of the enterprise in which he/she is employed or of  a	 	
customarily recognized department or subdivision thereof; and 	
(b)  	Who customarily and regularly directs the work of two or more other employees therein;  and 	
(c) 	Who  has  the  authority  to  hire  or  fire  other  employees  or  whose  suggestions  and  recommendations  as  to  the  hiring	 	
or firing  and  as to  the  advancement  and  promotion  or any  other  change  of status  of  other  employees  will  be given  particular  weight;	 	
and 	
(d)  	Who customarily and regularly exercises discretion and independent judgment;  and 	
(e) 	Who is primarily engaged in duties which meet the test of the exemption. The activities constituting exempt  work	 	
and non-exempt work shall be construed in the same manner as such items are construed in the following regulations under  the	 	
Fair  Labor  Standards  Act  effective  as  of  the  date  of this  order:  29 C.F.R.  Sections  541.102,  541.104-111, and  541.115- 116.	 	
Exempt work  shall  include,  for  example,  all  work  that  is  directly  and  closely  related  to exempt  work and  work  which  is  properly	 	
viewed  as  a  means  for  carrying  out  exempt  functions. The  work  actually  performed  by the  employee  during the course  of the	 	
workweek  must,  first  and  foremost,  be  examined  and the amount  of  time  the  employee  spends on  such  work,  together  with  the	 	
employer’s  realistic expectations and the realistic requirements of the job,  shall be considered in determining whether the	 employee 
satisfies this requirement. 	
(f)  	Such  an employee  must also  earn  a  monthly  salary  equivalent  to  no  less  than  two (2)  times  the  state  minimum	 	
wage for full -time employment. Full -time employment is defined in Labor Code Section 515(c) as 40 hours per  week.  	
(2) 	Administrative Exemption. A person employed in an administrative capacity means any  employee:  
(a) 	Whose duties and responsibilities involve  either: 
(i) 	The performance of office or non- manual work directly related to management policies or general  business	 	
operations of his/her employer or his/her employer’s customers;  or  	
(ii)  	The  performance  of functions  in  the  administration  of   a  school  system,  or  educational  establishment  or	 	
institution,  or  of   a  department  or  subdivision  thereof,  in  work  directly  related  to the  academic  instruction  or training  carried on	 	
therein;  and 	
(b) 	Who customarily and regularly exercises discretion and independent  judgment; and  	
(c) 	Who  regularly  and  directly  assists a  proprietor,  or  an  employee  employed in a  bona  fide executive  or administrative	 	
capacity (as such terms are defined for purposes of this section);  or  	
(d)  	Who performs under only general supervision work along specialized or technical lines requiring special  training,	 	
experience, or knowledge;  or  	
(e)  	Who executes under only general supervision special assignments and tasks;  and 	
(f) 	Who  is  primarily  engaged  in duties  that  meet  the  test of  the  exemption.  The activities  constituting  exempt work and	 	
non- exempt work shall be construed in the same manner as such terms are construed in the following regulations under the  Fair	 	
Labor Standards Act effective as of the date of this order: 29 C.F.R. Sections 541.201-205, 541.207-208, 541.210, and  541.215.	 	
Exempt work  shall  include,  for  example,  all  work  that  is  directly  and  closely  related  to exempt  work  and  work  which  is  properly  viewed	 	
as a means for carrying out exempt functions. The work actually performed by the employee during the course of the  workweek	 	
must, first and foremost, be examined and the amount of time the employee spends on such work, together 	
 	 	
  	 	 	 	 	  	
 	  	 	 	 	
 	 	 	 	 	 	 	 	 	 	 	
 	 	  	 	 	 	  	  	 	 	 	
 	 	 	 	 	 	
INDUSTRIA L  WELFARE  CO MMISSI ON 
O RDE R  NO.  2-2001  	
REGULATING  	
WAGES,  HO URS  AND WORKING  CO NDITIONS  IN  THE 	
PERS	O	N	A	L	 S	E	R	V	IC	E	 IND	U	S	T	R	Y

—	2 	 
with the employer’s realistic expectations and the realistic requirements of the job, shall be considered in determining whether	 	
the employee satisfies this requirement. 	
(g) 	Such employee must also earn a monthly salary equivalent to no less than two (2) times the state minimum wage	 	
for full-time employment. Full-time employment is defined in Labor Code Section 515(c) as 40 hours per week. 	
(3) 	Professional Exemption. A person employed in  a professional capacity means any employee who meets all of the	 	
following requirements: 	
(a) 	Who is licensed or certified by the State of California and is primarily engaged in the practice of one of the following	 	
recognized professions: law, medicine, dentistry, optometry, architecture, engineering, teaching, or accounting; or 	
(b)	 Who is primarily engaged in an occupation commonly recognized as  a learned or artistic profession. For the	 	
purposes of this subsection, “learned or artistic profession” means an employee who is primarily engaged in the performance of: 	
(i) 	Work requiring knowledge of an advanced type in  a field or science or learning customarily acquired by  a	 	
prolonged course of specialized intellectual instruction and study, as distinguished from a general academic education and from	 	
an apprenticeship, and from training in the performance of routine mental, manual, or physical processes, or work that is an	 	
essential part of or necessarily incident to any of the above work; or 	
(ii) 	Work that is original and creative in character in  a recognized field of artistic endeavor (as opposed to	 	
work which can be produced by  a person endowed with general manual or intellectual ability and training), and the result of	 	
which depends primarily on the invention, imagination, or talent of the employee or work that is an essential part of or	 	
necessarily incident to any of the above work; and 	
(iii)	 Whose work is predominantly intellectual and varied in character (as opposed to routine mental, manual,	 	
mechanical, or physical work) and is of such character that the output produced or the result accomplished cannot be	 standardized 
in relation to a given period of time. 	
(c) 	Who customarily and regularly exercises discretion and independent judgment in the performance of duties set	 	
forth in subparagraphs (a) and (b). 	
(d)	 Who earns  a monthly salary equivalent to no less than two (2) times the state minimum wage for full-time	 	
employment. Full-time employment is defined in Labor Code Section 515 (c) as 40 hours per week. 	
(e) 	Subparagraph (b) above is intended to be construed in accordance with the following provisions of federal law as	 	
they existed as of the date of this wage order: 29 C.F.R. Sections 541.207, 541.301(a)-(d), 541.302, 541.306, 541.307, 541.308,	 	
and 541.310. 	
(f) 	Notwithstanding the provisions of this subparagraph, pharmacists employed to engage in the practice of pharmacy,	 	
and registered nurses employed to engage in the practice of nursing, shall not be considered exempt professional employees, nor	 	
shall they be considered exempt from coverage for the purposes of this subparagraph unless they individually meet the criteria	 	
established for exemption as executive or administrative employees. 	
(g)	 Subparagraph (f) above shall not apply to the following advanced practice nurses: 
(i) Certified nurse midwives who are primarily engaged in performing duties for which certification is required	 	
pursuant to Article 2.5 (commencing with Section 2746) of Chapter 6 of Division 2 of the Business and Professions Code. 	
(ii)	 Certified nurse anesthetists who are primarily engaged in performing duties for which certification is required	 	
pursuant to Article 7 (commencing with Section 2825) of Chapter 6 of Division 2 of the Business and Professions Code. 	
(iii) 	Certified nurse practitioners who are primarily engaged in performing duties for which certification is required	 	
pursuant to Article 8 (commencing with Section 2834) of Chapter 6 of Division 2 of the Business and Professions Code. 	
(iv)	 Nothing in this subparagraph shall exempt the occupations set forth in clauses (i), (ii), and (iii) from meeting	 	
the requirements of subsection 1(A)(3)(a)-(d) above. 	
(h)	 Except, as provided in subparagraph (i), an employee in the computer software field who is paid on an hourly basis	 	
shall be exempt, if all of the following apply: 	
(i) 	The employee is primarily engaged in work that is intellectual or creative and requires the exercise of discretion	 	
and independent judgment. 	
(ii)	 The employee is primarily engaged in duties that consist of one or more of the following: 
- The application of systems analysis techniques and procedures, including consulting with users, to determine	 	
hardware, software, or system functional specifications. 	
- The design, development, documentation, analysis, creation, testing, or modification of computer systems	 	
or programs, including prototypes, based on and related to user or system design specifications. 	
- The documentation, testing, creation, or modification of computer programs related to the design of software	 	
or hardware for computer operating systems. 	
(iii)	 The employee is highly skilled and is proficient in the theoretical and practical application of highly specialized	 	
information to computer systems analysis, programming, and software engineering. A job title shall not be determinative of the	 	
applicability of this exemption. 	
(iv) 	The employee’s hourly rate of pay is not less than forty-one dollars ($41.00). The Office of Policy, Research	 	
and Legislation shall adjust this pay rate on October  1 of each year to be effective on January  1 of the following year by an	 	
amount equal to the percentage increase in the California Consumer Price Index for Urban Wage Earners and Clerical Workers.	1  	
(i) The exemption provided in subparagraph (h) does not apply to an employee if any of the following apply: 	
 
                                                           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 
http://www.dir.ca.gov/iwc/computerSoftwareEmployees.html	 or by mail from the Department of Industrial Relations.

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(i) 	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 
engineering. 	
(ii) 	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. 	
(iii)	 The employee is engaged in the operation of computers or in the manufacture, repair, or maintenance of 
computer hardware and related equipment.	
 	
(iv) 	The employee is an engineer, drafter, machinist, or other professional whose work is highly dependent upon or 
facilitated by the use of computers and computer software programs and who is skilled in computer-aided design software, including 
CAD/CAM, but who is not in a computer systems analysis or programming occupation. 	
(v) 	The employee is  a writer engaged in writing material, including box labels, product descriptions, documentation, 
promotional material, setup and installation instructions, and other similar written information, either for print or for on screen media or 
who writes or provides content material intended to be read by customers, subscribers, or visitors to computer-related media such as  the W orld W ide W eb or CD-ROMs. 	
(vi)	 The employee is engaged in any of the activities set forth in subparagraph  (h) for the purpose of creating 
imagery for effects used in the motion picture, television, or theatrical industry. 	
(B)	 Except as provided in Sections 1, 2, 4, 10, and 20, the provisions of this order shall not apply to any employees directly 
employed by the State or any political subdivision thereof, including any city, county, or special district. 	
(C)	 The provisions of this order shall not apply to outside salespersons. 	
(D)	 The provisions of this order shall not apply to any individual who is the parent, spouse, child, or legally adopted child of the 
employer. 	
(E)	 The provisions of this order shall not apply to any individual participating in  a national service program, such as AmeriCorps, 
carried out using assistance provided under Section 12571 of Title 42 of the United States Code. (See Stats. 2000, ch. 365, amending 
Labor Code Section 1171.) 	
 
2. DEFINITIONS 	
(A)	 An “alternative workweek schedule” means any regularly scheduled workweek requiring an employee to work more than eight 
(8) hours in a 24-hour period. 	
(B) 	“Commission” means the Industrial Welfare Commission of the State of California. 	
(C) 	“Division” means the Division of Labor Standards Enforcement of the State of California. 	
(D) 	“Employ” means to engage, suffer, or permit to work. 	
(E)	 “Employee” means any person employed by an employer, and includes any lessee who is charged rent, or who pays rent for a 
chair, booth, or space; and 
(1)	 Who does not use his/her own funds to purchase requisite supplies; and 	
(2) 	Who does not maintain an appointment book separate and distinct from that of the establishment in which the space is 
located; and 	
(3)	 Who does not have a business license where applicable. 	
(F) 	“Employer” means any person as defined in Section 18 of the Labor Code, who directly or indirectly, or through an agent or 
any other person, employs or exercises control over the wages, hours, or working conditions of any person. 	
(G)	 “Hours worked” means the time during which an employee is subject to the control of an employer, and includes all the time 
the employee is suffered or permitted to work, whether or not required to do so. 	
(H)	 “Minor” means, for the purpose of this order, any person under the age of 18 years. 	
(I) 	“Outside salesperson” means any person, 18 years of age or over, who customarily and regularly works more than half the working 
time away  from the employer’s place of business selling tangible or intangible items or obtaining  orders or contracts for products,  services or use of facilities. 	
(J)	 “Personal  Service Industry” means any industry, business, or establishment operated for the purpose of rendering, directly or 
indirectly, any service, operation, or process used or useful in the care, cleansing, or beautification of the body, skin, nails, or hair, or in 
the enhancement of personal appearance or health, including but not limited to beauty salons, schools of beauty culture offering beauty 
care to the public for  a fee, barber shops, bath and massage parlors, physical conditioning, weight control salons, health clubs, and 
mortuaries. 	
(K) 	“Primarily” as used in Section 1, Applicability, means more than one-half the employee’s work time. 	
(L)	 “Shift” means designated hours of work by an employee, with a designated beginning time and ending time. 	
(M)	 “Split shift” means  a work schedule, which is interrupted by non-paid non-working periods established by the employer, other 
than bona fide rest or meal periods. 	
(N)	 “Teaching” means, for the purpose of Section 1 of this order, the profession of teaching under a certificate from the Commission 
for Teacher Preparation and Licensing or teaching in an accredited college or university. 	
(O)	 “W ages” includes all amounts for labor performed by employees of every description, whether the amount is fixed or as- 
certained by the standard of time, task, piece, commission basis, or other method of calculation. 	
(P)	 “W orkday” and “day” mean any consecutive 24-hour period beginning at the same time each calendar day. (Q)”Workweek” and 
“week” mean any seven (7) consecutive days, starting with the same calendar day each week. “Workweek” is a fixed and regularly  	
recurring period of 168 hours, seven (7) consecutive 24-hour periods. 	
3. HOURS AND DAYS OF WORK 	
(A)	 Daily Overtime - General Provisions: 
(1)	 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.

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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 
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. 	
(2) 	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. 	
(B) 	Alternative Workweek 
(1) 	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 the 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 day of work for another day of the same length
 in the shift provided 
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. 	
(2) 	Any agreement adopted pursuant to this section shall provide not less than two consecutive days off within  a	 	
workweek. 	
(3)	 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. 	
(4)	 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. 	
(5) 	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. 	
(6) 	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. 	
(7)	 An employer shall be permitted, but not required, to provide a work schedule not to exceed eight (8) hours in a work-	 	
day 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. 	
(8)	 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 election	 	
are reported by the employer to the Office of Policy, Research and Legislation by January 1, 2001, in accordance with the	 	
requirements of subsection (C) below (Election Procedures). If an employee was voluntarily working an alternative workweek	 	
schedule of not more than ten (10) hours  a day as of July 1, 1999, that alternative workweek schedule was based on an	 	
individual agreement made after January 1, 1998 between the employee and employer, and the employee submitted, and the	 	
employer approved,  a written request on or before May 30, 2000 to continue the agreement, the employee may continue to	 	
work that alternative work- week schedule without payment of an overtime rate of compensation for the hours provided in the	 	
agreement. The employee may revoke his/her voluntary authorization to continue such a schedule with 30 days written notice to	 	
the employer. New arrangements can only be entered into pursuant to the provisions of this section. 	
(C) 	Election Procedures 	
Election procedures for the adoption and repeal of alternative workweek schedules require the following: 	
(1) 	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. 	
(2)	 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

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the criteria for an identifiable work unit in this subsection are met. 	
(3)	 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 paragraph	 	
shall make the election null and void. 	
(4)	 Any election to establish or repeal an alternative workweek schedule shall be held 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. 	
(5) 	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 than 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. 	
(6)	 Only secret ballots may be cast by affected employees 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 employer to the Division of Labor Statistics	 	
and Research 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. 	
(7) 	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. 	
(8)	 Employers shall not intimidate or coerce employees to vote either in support of or in opposition to a proposed alter-	 	
native workweek. No employees shall be discharged or discriminated against for expressing opinions concerning the alternative	 	
workweek 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 paragraph shall	 	
be subject to Labor Code Section 98 et seq. 	
(D) 	One and one-half (1	1/2) times a minor’s regular rate of pay shall be paid for all work over 40 hours in any workweek except	 	
minors 16 or 17 years old who are not required by law to attend school and may therefore be employed for the same hours as an	 	
adult are subject to subsection (A) or (B) and (C) above. 	
(VIOLATIONS OF CHILD LABOR LAWS are subject to civil penalties of from $500 to $10,000 as well as to criminal	 	
penalties. Refer to California Labor Code Sections 1285 to 1312 and 1390 to 1399 for additional restrictions on the	 	
employment of minors and for descriptions of criminal and civil penalties for violation of the child labor laws.	 Employers 
should ask school districts about any required work permits.) 	
(E)	 An employee may be employed on seven (7) workdays in one workweek when the total hours of employment during such	 	
workweek do not exceed 30 and the total hours of employment in any one workday thereof do not exceed six (6). 	
(F)	 The provisions of Labor Code Sections 551 and 552 regarding one (1) day’s rest in seven (7) shall not be construed to	 	
prevent an accumulation of days of rest when the nature of the employment reasonably requires the employee to work seven (7)	 	
or more consecutive days; provided, however, that in each calendar month, the employee shall receive the equivalent of one (1)	 	
day’s rest in seven (7). 	
(G)	 If  a meal period occurs on  a shift beginning or ending at or between the hours of 10 p.m. and  6 a.m., facilities shall be	 	
available for securing hot food and drink or for heating food or drink, and a suitable sheltered place shall be provided in which to	 	
consume such food or drink. 	
(H)	 Except as provided in subsections (D) and (F), this section shall not apply to any employee covered by a valid collective	 	
bargaining agreement if the agreement expressly provides for the wages, hours of work, and working conditions of the employees,	 	
and if the agreement provides premium wage rates for all overtime hours worked and a regular hourly rate of pay for those	 	
employees of not less than 30 percent more than the state minimum wage. 	
(I) Notwithstanding subsection (H) above, 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 subsection (F) above) shall apply, unless the	 	
agreement expressly provides otherwise. 	
(J)	 The provisions of this section are not applicable to employees whose hours of service are regulated by: 
(1)	 The United States Department of Transportation Code of Federal Regulations, Title 49, Sections 395.1 to 395.13, 	
Hours of Service of Drivers; or 
(2)	 Title 13 of the California Code of Regulations, subchapter 6.5, Section 1200 and the following sections, regulating hours	 	
of drivers. 	
(K)	 If an employer approves a written request of an employee to make up work time that is or would be lost as a result of a	 	
personal obligation of the employee, the hours of that makeup work time, if performed in the same workweek in which the work	 	
time was lost, may not be counted toward computing the total number of hours worked in a day for purposes of the overtime 
requirements, except for hours in excess of 11 hours of work in one (1) day or 40 hours of work in one (1) workweek. If an employee	
 	
knows in advance that he/she will be requesting makeup time for  a personal obligation that will recur at  a fixed time over  a

—	6 	 
succession of weeks, the employee may request to make up work time for up to four (4) weeks in advance; provided, however, 
that the makeup work must be performed in the same week that the work time was lost. An employee shall provide a signed written request	
 for each occasion that the employee makes a request to make up work time pursuant to this subsection. While an 
employer may	
 inform an employee of this makeup time option, the employer is prohibited from encouraging or otherwise soliciting 
an employee
 to request the employer’s approval to take personal time off and make up the work hours within the same workweek 
pursuant to
 this subsection. 	
4. MINIMUM WAGES 	
(A) 	Every employer shall pay to each employee wages not less than the following: 
(1) 	Any employer who employs 26 or more employees shall pay to each employee wages not less than the following: 
(a) 	Thirteen dollars  ($13.00) per hour for all hours worked, effective January 1, 2020; 	
(b) 	Fourteen dollars ($14.00) per hour for all hours worked, effective January 1, 2021; and; 	
(c)	 Fifteen dollars ($15.00) per hour for all hours worked, effective January 1, 2022. 	
(2) 	Any employer who employs 25 or fewer employees shall pay to each employee wages not less than the following: 
(a) 	Twelve dollars ($12.00) per hour for all hours worked, effective January 1, 2020; 	
(b)	 Thirteen dollars  ($13.00) per hour for all hours worked, effective January 1, 2021; 	
(c) 	Fourteen dollars ($14.00) per hour for all hours worked, effective January 1, 2022; and 	
(d) 	Fifteen dollars ($15.00) per hour for all hours worked, effective January 1, 2023. 	
Employees treated as employed by a single qualified taxpayer pursuant to Revenue and Taxation Code section 23626 are	 treated 
as employees of that single taxpayer. LEARNERS. Employees during their first 160 hours of employment in	
 occupations in which 
they have no previous similar or related experience, may be paid not less than 85 percent of the minimum
 wage rounded to the 
nearest nickel. 	
(B)	 Every employer shall pay to each employee, on the established payday for the period involved, not less than the	 	
applicable minimum wage for all hours worked in the payroll period, whether the remuneration is measured by time, piece,	 	
commission, or otherwise. 	
(C)	 When an employee works a split shift, one (1) hour’s pay at the minimum wage shall be paid in addition to the	 minimum 
wage for that workday, except when the employee resides at the place of employment. 	
(D)	 The  provisions  of  this  section  shall  not  apply  to  apprentices  regularly  indentured  under  the  State     Division	 of 
Apprenticeship Standards. 	
5. REPORTING TIME PAY 	
(A) 	Each workday an employee is required to report for work and does report, but is not put to work or is furnished less than	 	
half said employee’s usual or scheduled day’s work, the employee shall be paid for half the usual or scheduled day’s work, but in 
no event for less than two (2) hours nor more than four (4) hours, at the employee’s regular rate of pay, which shall not be less 
than the minimum wage. 	
(B) 	If an employee is required to report for work a second time in any one workday and is furnished less than two (2) hours	 	
of work on the second reporting, said employee shall be paid for two (2) hours at the employee’s regular rate of pay, which shall	 	
not be less than the minimum wage. 	
(C)	 The foregoing reporting time pay provisions are not applicable when: 
(1)	 Operations cannot commence or continue due to threats to employees or property; or when recommended by civil	 	
authorities; or 	
(2) 	Public utilities fail to supply electricity, water, or gas, or there is a failure in the public utilities, or sewer system; or 	
(3)	 An Act of God or other cause not within the employer’s control causes the interruption of work. 	
(D) 	This section shall not apply to an employee on paid standby status who is called to perform assigned work at a time other	 	
than the employee’s scheduled reporting time. 
6. LICENSES FOR DISABLED WORKERS 	
(A) 	A license may be issued by the Division authorizing employment of a person whose earning capacity is impaired by	 physical 
disability or mental deficiency at less than the minimum wage. Such licenses shall be granted only upon joint	
 application of 
employer and employee and employee’s representative if any. 	
(B)	 A special license may be issued to  a nonprofit organization such as  a sheltered workshop or rehabilitation facility fixing	 	
special minimum rates to enable the employment of such persons without requiring individual licenses of such employees. 	
(C)	 All such licenses and special licenses shall be renewed on  a yearly basis or more frequently at the discretion of the	 	
Division. 	
(See California Labor Code, Sections 1191 and 1191.5) 	
7. RECORDS 	
(A) 	Every employer shall keep accurate information with respect to each employee including the following: 
(1) 	Full name, home address, occupation and social security number. 	
(2)	 Birth date, if under 18 years, and designation as a minor. 	
(3) 	Time records showing when the employee begins and ends each work period. Meal periods, split shift intervals and	 	
total daily hours worked shall also be recorded. Meal periods during which operations cease and authorized rest periods need not	 	
be recorded. 	
(4)	 Total wages paid each payroll period, including value of board, lodging, or other compensation actually furnished to	 	
the employee. 	
(5)	 Total hours worked in the payroll period and applicable rates of pay. This information shall be made readily available	 	
to the employee upon reasonable request.

—	7 	 	
(6)	 When a piece rate or incentive plan is in operation, piece rates or an explanation of the incentive plan formula shall be	 	
provided to employees. The employer shall maintain an accurate production record. 	
(B)	 Every employer shall semimonthly or at the time of each payment of wages furnish each employee, either as a detachable	 	
part of the check, draft, or voucher paying the employee’s wages, or separately, an itemized statement in writing showing: (1) all	 	
deductions; (2) the inclusive dates of the period for which the employee is paid; (3) the name of the employee or the employee’s	 	
social security number; and (4) the name of the employer, provided all deductions made on written orders of the employee may	 	
be aggregated and shown as one item.	 	
(C) 	All required records shall be in the English language and in ink or other indelible form, properly dated, showing month, day	 	
and year, and shall be kept on file by the employer for at least three years at the place of employment or at a central location within	 	
the State of California. An employee’s records shall be available for inspection by the employee upon reasonable request. 	
(D) 	Clocks shall be provided in all major work areas or within reasonable distance thereto insofar as practicable. 	
8. CASH SHORTAGE AND BREAKAGE 	
No employer shall make any deduction from the wage or require any reimbursement from an employee for any cash shortage,	 	
breakage, or loss of equipment, unless it can be shown that the shortage, breakage, or loss is caused by a dishonest or willful act,	 	
or by the gross negligence of the employee. 
9. UNIFORMS AND EQUIPMENT 	
(A)	 When uniforms are required by the employer to be worn by the employee as a condition of employment, such uniforms shall	 	
be provided and maintained by the employer. The term “uniform” includes wearing apparel and accessories of distinctive design	 	
or color. 	
NOTE: This section shall not apply to protective apparel regulated by the Occupational Safety and Health Standards Board. 
(B)	 When tools or equipment are required by the employer or are necessary to the performance of  a job, such tools and	 	
equipment shall be provided and maintained by the employer, except that an employee whose wages are at least two (2) times the	 	
mini- mum wage provided herein may be required to provide and maintain hand tools and equipment customarily required by the	 	
trade or craft. Notwithstanding any other provision of this section, employees in beauty salons, schools of beauty culture offering	 	
beauty care to the public for  a fee, and barber shops may be required to furnish their own manicure implements, curling irons,	 	
rollers, clips, haircutting scissors, combs, blowers, razors, and eyebrow tweezers. This subsection (B) shall not apply to	 	
apprentices regularly indentured under the State Division of Apprenticeship Standards. 	
NOTE: This section shall not apply to protective equipment and safety devices on tools regulated by the Occupational Safety	 	
and Health Standards Board. 	
(C)	 A reasonable deposit may be required as security for the return of the items furnished by the employer under provisions of	 	
subsections (A) and (B) of this section upon issuance of a receipt to the employee for such deposit. Such deposits shall be made	 	
pursuant to Section 400 and following of the Labor Code or an employer with the prior written authorization of the employee may	 	
deduct from the employee’s last check the cost of an item furnished pursuant to (A) and (B) above in the event said item is not	 	
returned. No deduction shall be made at any time for normal wear and tear. The employee upon completion of the job shall return	 	
all items furnished by the employer. 
10. MEALS AND LODGING 	
(A)	 “Meal” means an adequate, well-balanced serving of a variety of wholesome, nutritious foods. 	
(B)	 “Lodging” means living accommodations available to the employee for full-time occupancy which are adequate, decent, and	 	
sanitary according to usual and customary standards. Employees shall not be required to share a bed. 	
(C)	 Meals or lodging may not be credited against the minimum wage without  a voluntary written agreement between the	 	
employer and the employee. When credit for meals or lodging is used to meet part of the employer’s minimum wage obligation,	 	
the amounts so credited may not be more than the following:  	EFFECTIVE:	  	JANUARY	 1, 2020	 	JANUARY	 1, 2021	 	JANUARY	 1, 2022	 	JANUARY	 1, 	2023	 	For an employer who employs:	 	26 or	 	More 	Employees 	
25 or	 	Fewer Employees 	
26 or	 	More 	Employees 	
25 or	 	Fewer Employees 	
26 or	 	More 	Employees 	
25 or	 	Fewer Employees 	
All employers regardless of 
the number of 
employees	 	
LODGING	 	 	 	 	 	 	 	 	
Room occupied alone	 	$61.13	 	/week 	$56.43	 	/week 	$65.83	 	/week 	$61.13	 	/week 	$70.53	 	/week 	$65.83	 	/week 	$70.53	 	/week 	
Room shared	 	$50.46	 	/week 	$46.58	 	/week 	$54.34	 	/week 	$50.46	 	/week 	$58.22	 	/week 	$54.34	 	/week 	$58.22	 	/week 	
Apartment 	? two thirds (2/3) of the ordinary 	rental value, and in no event more than: 	$734.21	 	/month 	$677.75	 	/month 	$790.67	 	/month 	$734.21	 	/month 	$847.12	 	/month 	$790.67	 	/month 	$847.12	 	/month 	
Where a couple are both employed by the employer, two thirds (2/3) of the ordinary rental value, and in no event more than	: 	
$1086.07	 	/month 	$1002.56	 	/month 	$1169.	59 	/month 	$1086.07	 	/month 	$1253.10	 	/month 	$1169.59	 	/month 	$1253.10	 	/month 	
MEALS	 	 	 	 	 	 	 	 	
Breakfast	  	$4.70	 	$4.34	 	$5.06	 	$4.70	 	$5.42	 	$5.06	 	$5.42	 	
Lunch	 	$6.47	 	$5.97	 	$6.97	 	$6.47	 	$7.47	 	$6.97	 	$7.47	 	
Dinner	 	$8.	68 	$8.01	 	$9.35	 	$8.68	 	$10.02	 	$9.35	 	$10.02

—	8 	 	
(D)	 Meals evaluated as part of the minimum wage must be bona fide meals consistent with the employee’s work shift.	 	
Deductions shall not be made for meals not received or lodging not used. 	
(E)	 If, as a condition of employment, the employee must live at the place of employment or occupy quarters owned or under	 	
the control of the employer, then the employer may not charge rent in excess of the values listed herein. 
11. MEAL PERIODS 	
(A)	 No employer shall employ any person for a work period of more than five (5) hours without a meal period of not less than	 	
30 minutes, except that when a work period of not more than six (6) hours will complete the day’s work the meal period may be	 	
waived by mutual consent of the employer and the employee. 	
(B)	 An employer may not employ an employee for  a work period of more than ten (10) hours per day without providing the	 	
employee with a second meal period of not less than 30 minutes, except that if the total hours worked is no more than 12 hours,	 	
the second meal period may be waived by mutual consent of the employer and the employee only if the first meal period was not	 	
waived. 	
(C)	 Unless the employee is relieved of all duty during a 30 minute meal period, the meal period shall be considered an “on duty”	 	
meal period and counted as time worked. An “on duty” meal period shall be permitted only when the nature of the work prevents	 	
an employee from being relieved of all duty and when by written agreement between the parties an on-the-job paid meal period is	 	
agreed to. The written agreement shall state that the employee may, in writing, revoke the agreement at any time. 	
(D)	 If an employer fails to provide an employee a meal period in accordance with the applicable provisions of this order, the	 	
employer shall pay the employee one (1) hour of pay at the employee’s regular rate of compensation for each workday that the	 	
meal period is not provided. 	
(E)	 In all places of employment where employees are required to eat on the premises, a suitable place for that purpose shall	 	
be designated. 
12. REST PERIODS 	
(A)	 Every employer shall authorize and permit all employees to take rest periods, which insofar as practicable shall be in the	 	
middle of each work period. The authorized rest period time shall be based on the total hours worked daily at the rate of ten (10)	 	
minutes net rest time per four (4) hours or major fraction thereof. However, a rest period need not be authorized for employees whose	 	
total daily work time is less than three and one-half (3	1/2) hours. Authorized rest period time shall be counted as hours worked for	 	
which there shall be no deduction from wages. 	
(B)	 If an employer fails to provide an employee  a rest period in accordance with the applicable provisions of this order, the	 	
employer shall pay the employee one (1) hour of pay at the employee’s regular rate of compensation for each workday that the rest	 	
period is not provided. 
13. CHANGE ROOMS AND RESTING FACILITIES 	
(A)	 Employers shall provide suitable lockers, closets, or equivalent for the safekeeping of employees’ outer clothing during	 	
working hours, and when required, for their work clothing during non-working hours. When the occupation requires a change of	 	
clothing, change rooms or equivalent space shall be provided in order that employees may change their clothing in reasonable	 	
privacy and comfort. These rooms or spaces may be adjacent to but shall be separate from toilet rooms and shall be kept clean. 	
NOTE: This section shall not apply to change rooms and storage facilities regulated by the Occupational Safety and Health	 	
Standards Board. 	
(B)	 Suitable resting facilities shall be provided in an area separate from the toilet rooms and shall be available to employees	 	
during work hours. 
14. SEATS 	
(A)	 All working employees shall be provided with suitable seats when the nature of the work reasonably permits the use of	 	
seats. 	
(B)	 When employees are not engaged in the active duties of their employment and the nature of the work requires standing,	 	
an adequate number of suitable seats shall be placed in reasonable proximity to the work area and employees shall be permitted	 	
to use such seats when it does not interfere with the performance of their duties. 
15. TEMPERATURE 	
(A)	 The temperature maintained in each work area shall provide reasonable comfort consistent with industry-wide standards	 	
for the nature of the process and the work performed. 	
(B)	 If excessive heat or humidity is created by the work process, the employer shall take all feasible means to reduce such	 	
excessive heat or humidity to a degree providing reasonable comfort. W here the nature of the employment requires a temperature	 	
of less than 60° F., a heated room shall be provided to which employees may retire for warmth, and such room shall be maintained	 	
at not less than 68°. 	
(C)	 A temperature of not less than 68° shall be maintained in the toilet rooms, resting rooms, and change rooms during hours	 	
of use. 	
(D)	 Federal and State energy guidelines shall prevail over any conflicting provision of this section. 	
16. ELEVATORS 	
Adequate elevator, escalator or similar service consistent with industry-wide standards for the nature of the process and the	 	
work performed shall be provided when employees are employed four floors or more above or below ground level. 
17. EXEMPTIONS 	
If, in the opinion of the Division after due investigation, it is found that the enforcement of any provision contained in Section 7,

—	9 	
Records; Section 12,  Rest  Periods;  Section  13, Change  Rooms and  Resting  Facilities;  Section  14, Seats;  Section  15, Temperature;	 	
or  Section  16, Elevators,  would  not materially  affect  the  welfare  or comfort  of employees  and  would  work an  undue  hardship  on the	 	
employer,  exemption  may be  made  at  the  discretion  of the  Division.  Such  exemptions  shall  be in writing  to be  effective  and  may be	 	
revoked after reasonable notice is given in writing. Application for exemption shall be made by the employer or by the  employee	 	
and/or the  employee’s  representative  to the  Division  in  writing. A  copy of  the  application  shall be  posted  at the  place  of  employment	 	
at the time the application is filed with the  Division. 
18.FILING  REPORTS	
(See California Labor Code, Section  1174(a))	
19.INSPECTION	
(See California Labor Code, Section  1174)	
20.PENALTIES	
(See California Labor Code, Section  1199)
(A)	In addition  to any  other  civil  penalties  provided  by law,  any  employer  or  any  other  person  acting on behalf  of  the  employer
who violates, or causes to be violated, the provisions of this  order, shall be subject to the civil penalty  of:  
(1)	Initial  Violation —  $50.00 for each  underpaid  employee for each  pay period  during which the  employee  was underpaid
in addition to the amount which is sufficient to recover unpaid  wages. 	
(2)	Subsequent Violations  — $100.00 for each underpaid employee for each pay period during which the employee  was
underpaid in addition to an amount which is sufficient to recover unpaid  wages. 	
(3)	The affected employee shall receive payment of all wages  recovered.	
(B)	The labor commissioner may  also issue citations pursuant to California Labor Code Section 1197.1 for non- payment of
wages for overtime work in violation of this  order.  	
21.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. 
22.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  Labor  Commissioner's  Office. A  listing of  offices  is  on	 	
the  back  of  this  wage  order.  For the  address  and  telephone  number	 	
of the office nearest you, information can be found on the internet  at	 	
http://www.dir.ca.gov/DLSE/dlse.html  or under a search for	 	
"California Labor Commissioner's Office" on the internet or  any	 	
other  directory.  The Labor  Commissioner  has  offices  in  the  following	 	
cities: Bakersfield, El Centro, Fresno, Long Beach, Los  Angeles,	 	
Oakland, Redding, Sacramento, Salinas, San Bernardino,  San	 	
Diego,  San Francisco,  San  Jose,  Santa  Ana, Santa  Barbara,  Santa	 	
Rosa,  Stockton, Van  Nuys. 	
SUMMARIES IN OT HER L ANGUA GES 	
RESUMEN  EN OTROS IDIOMAS

—	10	 	 	
For further information or to file your complaints, visit 	https://www.dir.ca.gov/dlse/dlse.html	 or contact the State of California at the following department offices: 	 	California Labor Commissioner's Office, also known as, Division of Labor Standards Enforcement (DLSE) 	
 	
BAKERSFIELD 
Labor Commissioner's Office/DLSE 
7718 Meany Ave. 
Bakersfield, CA  93308 
661-587-3060 
  EL CENTRO 
Labor Commissioner's Office/DLSE 
1550 W . Main St. 
El Centro, CA  92243 
 760-353-0607   FRESNO 
Labor Commissioner's Office/DLSE 
770 E. Shaw Ave., Suite 222 
Fresno, CA  93710 
559-244-5340 
 
LONG BEACH 
Labor Commissioner's Office/DLSE 
300 Oceangate, 3	
rd Floor	 	Long Beach, CA 90802	 	562-590-5048   LOS ANGELES 
Labor Commissioner's Office/DLSE 
320 W. Fourth St., Suite 450	
 	Los Angeles,  CA 90013 
213-620-6330 
  OAKLAND 
Labor Commissioner's Office/DLSE 
1515 Clay Street, Room 801 Oakland,  CA 94612 
510-622-3273 
  OAKLAND – HEADQUARTERS 
Labor Commissioner's Office/	 	DLSE	 
1515 Clay Street, Room	 1302	  
Oakland, CA 94612 
510-285-2118 	
 	
REDDING 
Labor Commissioner's Office/DLSE	 	250 Hemsted Drive, 2nd Floor, Suite A	 	Redding, CA  96002 
530-225-2655 	
  	SACRAMENTO 
Labor Commissioner's Office/DLSE 
2031 Howe Ave, Suite 100 
Sacramento, CA  95825 
916-263-1811 	
  	SALINAS 
Labor Commissioner's Office/DLSE 
950 E. Blanco Rd., Suite 204 
Salinas, CA 93901 
831-443-3041 	
 	
SAN BERNARDINO 
Labor Commissioner's Office/DLSE	 	464 W est 4	th  Street, Room 348	 	San Bernardino, CA  92401 
909-383-4334 	
  	SAN DIEGO  Labor Commissioner's Office/DLSE 
7575 Metropolitan Dr., Room 
210	
  
San Diego, CA  92108 619-220-5451 	
  	SAN FRANCISCO  Labor Commissioner's Office/DLSE	 	455 Golden Gate Ave. 10	th Floor	 	San Francisco, CA  94102 415-703-5300 	
SAN JOSE 
Labor Commissioner's Office/DLSE 
100 Paseo De San Antonio, Room 120	
 	San Jose, CA  95113 
408-277-1266 	
  	SANTA ANA 
Labor Commissioner's Office/DLSE 
 
2 MacArthur Place Suite 800 	 
Santa Ana, CA  92701  714-558-4910 	
  	SANTA BARBARA 
Labor Commissioner's Office/DLSE	 	411 E. Canon Perdido, Room  3	 	Santa Barbara, CA  93101 
805-568-1222 	
  	
SANTA ROSA 
Labor Commissioner's Office/DLSE 
50 “D” Street, Suite 360	
 	Santa Rosa, CA 95404	 	707-576-2362 	  	STOCKTON 
Labor Commissioner's Office/DLSE 31 E. Channel Street, Room 317 
Stockton, CA 95202 
209-948-7771 	
  	VAN NUYS 
Labor Commissioner's Office/DLSE	 	6150 Van Nuys Boulevard, Room 206	 	Van Nuys, CA  91401 818-901-5315 	
 
 
 
 
 
 
 
 
 
 
 
 
  	
EMPLOYERS: Do not send copies of your alternative workweek	 	election ballots or election procedures. 
Only the results of the alternative workweek election	 	shall be mailed to: 	  	Department of Industrial Relations 
Office of Policy, Research and Legislation  P.O. Box 420603 
San Francisco, CA 94142-0603	
 	(415) 703-4780 	
Prevailing Wage Hotline (415) 703-4774

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