California Industrial Welfare Commission (IWC) Wage Order #3 Canning, Freezing, and Preserving Industry Poster
The Industrial Welfare Commission (IWC) Wage Order #3 Canning, Freezing, and Preserving Industry is a general labor law poster poster by the California Department Of Industrial Relations. This poster is mandatory for some employers, including employers in the canning, freezing, and preserving industry.
This poster, written in Spanish, must be posted in a conspicuous place where all Spanish speaking employees will see it for any Canning, freezing, and preserving Industry employers. This poster describes the standards and laws that must be followed in the Canning, freezing, and preserving industry.
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 .
OFFICIA L NOTICE INDUSTRIAL WEL FARE COMMISSION ORDER NO. 3- 2001 REGUL ATING W AGES, HOURS A ND WORKING CO NDITIONS IN THE CANNING, FREEZING, AN D PRESERVING INDUST RY Ef fective Ja nua ry 1, 2001 as amended Sections 4(A) and 10(C) amended and republ ished by t he Depart ment of Industrial Relations, ef fe ct ive January 1, 2017, pursuant to SB 3, C hapter 4,Statutes of 2016 and section 1182.13 of the Labor Code This O rder M ust Be P osted Where E mployees Can R ead It Easily IWC FORM 1103 (Rev. 12/2016) O SP 06 98761 language, as well as in English, if at least five (5) percent of the affected employees prima rily speak that non- English language . The empl oyer shall mail the wr itten disclosure to employees who do not attend the meeting. F ailure to comply with this para graph shall ma ke the election null and v oid. (4) Any election to esta blish or repeal an alter native workw eek schedule shall be held at the work site of the affect ed em ploy ees. The empl oyer shall bear the costs of conducting any election held pursuant to this section. Upon a complaint by an af fected employee, and after an inv estigation by the labor commissione r, the labor commissioner may require the empl oyer to select a neut ral third par ty to conduct the election. (5) Any type of alter native workw eek schedule that is autho rized by the Labor Code may be repealed by the affect ed em ploy ees. 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 rev erse the alter native workw eek schedul e. 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 empl oyer, e xcept that the election shall be held not less than 12 months after the date that the same group of empl oyees voted in an election held to adopt or repeal an alter native workw eek schedul e. The election shall take place dur ing regular working hours at the empl oyees’ wor k sit e. If the alter native workweek schedule is revoked, the empl oyer shall comply within 60 days. Upon proper sh owing of undue hardshi p, the Division of Labor Standards Enf orcement may gr ant an e xtension of time for complianc e. (6) Only s ecret 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 repor ted by the employer to the Office of Policy, Research and Legislation within 30 da ys after the results are final, and the report of election results shall be a public document. The repor t shall include the final tally of the vot e, the si ze of the unit, and the nature of the business of the empl oyer. (7) Empl oyees 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 ne w wor k hours f or at least 30 da ys after the announcement of the final results of the election. (8) Empl oyers shall not intimidate or coerce employees to v ote either in support of or in opposition to a proposed alternati ve workw eek. No empl oyees shall be discharged or discr iminated against for e xpressing opinions conce rning the alter native workw eek election or for opposing or suppor ting its adoption or repeal. However, nothing in this section shall prohibit an empl oyer from expressing his/her position concerning that alternative workw eek to the affected employees. A violation of this para graph shall be subject to Labor Code Section 98 et (D) On e and one- half (1 1/2) times a minor ’s regular rate of pay shall be paid for all work ov er 40 hours in any workw eek except minors 16 or 17 years old who are not required by l aw to attend school and m ay theref ore be empl oyed for the same hours as an adult are subject to subsection (A) or (B) and (C) above. (VIOL ATIONS OF CHILD LABOR LA WS are subject to civil penalties of from $500 to $10,000 as w ell as to cr iminal pen alties. Refer to Cali fornia Labor Code Sections 1285 to 1312 and 1390 to 1399 for additional restr ictions on the empl oyment of minors and for desc riptions of cr iminal and civil penalties for violation of the child labor laws. Employers should ask school dist ricts about an y required wor k permits.) (E) An empl oyee may be empl oyed on sev en (7) wor kdays in one workw eek when the total hours of empl oyment during suc h w orkw eek do not exceed 30 and the total hours of empl oyment in an y one workday thereof do not exceed six (6). (F) If dur ing any wor kday an empl oyer declares a work recess of one- half (1/2) hour or mor e, other than a meal per iod, and the empl oyer notifies the empl oyees of the time to report back for work and permits them to le ave the premises, such recess need not be treated as hours worked provided that there shall not be more than two (2) such recess per iods within one shift and the total dur ation does not exceed two (2) hour s. Work stoppages of less than one-half (1/2) hour may not be deducted from hours work ed. (G) If a meal per iod occurs on a shift beginning or ending at or bet ween the hours of 10 p .m. and 6 a.m., facilities shall be av aila ble for secu ring hot food and dr ink or for heating f ood or dr ink, and a suitable sheltered place shall be provided in which to consume such food or dr ink. (H) The pr ovisions of Labor Code Sections 551 and 552 regarding one (1) day’s rest in sev en (7) shall not be constr ued to pre v ent an accu mulation of da ys of rest when the nature of the empl oyment reasonab ly requires the empl oyee to work sev en (7) or more consecuti ve days; pr ovided, however, that in each calendar month, the empl oyee shall recei ve the equi valent of one (1) day’ s rest in s even (7). (I) The pr ovisions of this section are not applicab le to employees whose hours of ser vice are regulated by: (1) The United States Depar tment of Tr anspor tation Code of F eder al Regulations, Title 49, Sections 395.1 to 395.13, Hours of Ser vice of Drivers; or (2) Title 13 of the California Code of Regulations, subchapter 6.5, Section 1200 and the foll owing section s, regulating hours of driv ers. (J) Except as pr ov ided in subsections (D) and (H), this section shall not apply to any employee cov ered by a v alid collecti v e bar gaining ag reement if the ag reement expressly pr ovides for the w ages, hours of wor k, and wor king conditions of the empl oyees, and if the ag reement pr ovides premium wage r ates for all over time hours worked and a regular hour ly rate of pay f or those empl oyees of not less than 30 percent more than the state mini mum wage. (K) Notwithstanding subsection (J) above, where the empl oyer and a labor organization representing employees of the em ploy er have entered into a v alid collective bargaining ag reement per taining to the hours of work of the empl oyees, the requirement regarding the equi valent of one (1) day’s rest in sev en (7) (see subsection (H) abov e) shall appl y, unless the ag reement expressly pr ovides otherwis e. (L) If an empl oyer appr oves a wr itten request of an empl oyee to ma ke up work time that is or w ould be lost as a result of a per sonal obligation of the empl oyee, the hours of that makeup work time, if per formed in the same workw eek in which the work time w as lost, may not be counted toward computing the total number of hours worked in a day f or pu rposes of the over time require - ment s, except f or hours in excess of 11 hours of work in one (1) day or 40 hours of work in one (1) workw eek. If an empl oyee knows in adv ance that he/she will be requesting makeup time for a personal obligation that will recur at a fixed time over a succession of —5
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|
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