California Free Printable Labor Law Posters Posters California Industrial Welfare Commission (IWC) Wage Order #6 Laundry, Linen Supply, Dry Cleaning and Dyeing Industry Poster

 Industrial Welfare Commission (IWC) Wage Order #6 Laundry, Linen Supply, Dry Cleaning and Dyeing Industry PDF

The Industrial Welfare Commission (IWC) Wage Order #6 Laundry, Linen Supply, Dry Cleaning and Dyeing 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 laundry, linen supply, dry cleaning, and dyeing industry.

This poster must be posted in a conspicuous place where all employees for any laundry, linen supply, dry cleaning and dyeing industry will see it. This poster describes the standards and laws that must be followed in the Laundry, linen supply, dry cleaning, and dyeing 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. 6-2001 	
REGULATING 	
WAGES, HOURS AND WORKING CONDITIONS IN THE 	
LAUNDRY, LINEN SUPPLY, DRY CLEANING	 	
AND DYEING INDUSTRY	 	
Effective January 1, 2002 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 1106 (Rev. 11/2020) 	
OSP 06 98764

—	1 	 
 	
 	
 	
TAKE NOTICE:  To  employers  and  representatives  of  persons  working  in industries  and  occupations  in  the  State  of California:	 	
The  Department  of  Industrial  Relations  amends  and  republishes  the  minimum  wage and meals  and  lodging  credits in  the	 	
Industrial Welfare  Commission’ s  Orders  as  a  result  of  legislation  enacted  ( SB   3,  Ch.   4, Stats of  2016, amending  section 
1182.12 of the California Labor Code),  and pursuant to section  1182.13 of the California Labor Code. The amendments  and	
 	
republishing make no other changes to the IWC ’s Orders.  
1. APPLICABILITY OF  ORDER 	
This order shall apply to all persons employed in the laundry,  linen supply,  dry cleaning and dyeing 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 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  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 	
 	 	
 	 	 	 	 	 	 	
 	  	 	 	 	
 	 	 	 	 	 	 	 	 	 	 	 	
 	  	 	 	 	 	  	 	 	 	 	
 	 	 	 	 	 	
INDUSTRIA L  WELFARE  CO MMISSIO N 
O RDER  N O.  6-2001  	
REGULATING  	
WAGES,  HOURS  AND WORKING  CO NDITIONS  IN  THE

—	2 	 
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.  	
(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 pr imar ily	 engaged	 in an	 occupation	 co mmon ly	 recogn ized	  as  a  lear ned	  or artistic	  profess ion.	 For	 the 
purposes	
 of th is	 sub section,	 “lear ned	 or artistic	 profes sion”	 means	 an	 employ ee	 who	 is primarily	 engaged	 in the	 perform ance	 of:	 
(i )  Work  r	
equiring  knowledge  of  an  advanced  type in a  field  or  science  or  learning  customarily  acquired  by a pro -	 	
longed 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  de-	 	
pends 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)  W hose  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  
deter	

mine	
 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  
sof	

tware	
 or hardware for computer operating  systems. 
(iii)  The  em	
ployee  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 	
                                                            1 Pursuant to Labor Code section 515.5, subdivision (a)(4), the Office of the Director  - Research, Department of Industrial Relations, 
has adjusted the minimum hourly rate of pay specified in this subdivision to be $49.77, effective January 1, 2007.  This hourly rate of 
pay is adjusted on October 1 of each year to be effective on January 1, of the following year, and may be obtained at 
https://www.dir.ca.gov/iwc/ComputerSoftwareEmployees.html  or by mail from the Department of Industrial Relations.

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(I) 	The exemption provided in subparagraph (h) does not apply to an employee if any of the following apply: 
(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. 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. 	
(ii) 	Th e employee is engaged in the operation of computers or in the manufacture, repair, or maintenance of	 	
computer hardware and related equipment. 	
(iii) 	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. 	
(iv)	 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 World W ide W eb or CD-ROMs. 	
(v) 	Th
e 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	 schedul	e” means	 any	 regularly	 scheduled	 workweek	 requiring	 an	 employee	 to work	 more	 than 
eight	
 (8)	 hours	 in a 24-hour	 period.	 	
(B) 	“Commissi	on”	 means	 the	 Industrial	 Welfare	 Commission	 of the	 State	 of California.	 	
(C)	 “Divisi	on”	 means	 the	 Division	 of Labor	 Standards	 Enforcement	 of the	 State	 of California.	 	
(D) 	“Emplo	y” means	 to engage,	 suffer,	 or permit	 to work.	 	
(E) 	“Employee”	 means	 any	 person	 employed	 by an	 employer.	 	
(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	 work	ed” 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) 	“Laundry,	 Linen	 Supply,	 Dry	 Cleaning	 and	 Dyeing	 Industr	y” means	 any	 industry,	 business,	 or establishment	 operated	 for 
the	
 purpose	 of washing,	 ironing,	 cleaning,	 refreshing,	 restoring,	 pressing,	 dyeing,	 storing,	 fumigating,	 mothproofing,	 waterproofing, 
or	
 other	 processes	 incidental	 thereto,	 on	 articles	 or fabrics	 of any	 kind,	 including	 but	 not	 limited	 to clothing,	 hats,	 drapery,	 rugs, 
curtains,	
 linens,	 household	 furnishings,	 textiles,	 furs,	 or leather	 goods;	 and	 includes	 self-service	 laundries,	 self-service	 dry	 cleaning 
establishments,	
 and	 the	 collection,	 distribution,	 storage,	 sale,	 or resale	 at retail	 or wholesale	 of the	 foregoing	 services.	 	
(I) 	“Minor”	 means,	 for	 the	 purpose	 of this	 order,	 any	 person	 under	 the	 age	 of 18	 years.	 	
(J) 	“Outside	 salespers	on”	 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.	 	
(K)	 “Primarily” as used in Section 1, Applicability, means more than one-half the employee’s work time. 	
(L)	 “Shif	t” means	 designated	 hours	 of work	 by an	 employee,	 with	 a designated	 beginning	 time	 and	 quitting	 time.	 	
(M) 	“Split	 shif	t” 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)	 “Teachi	ng” 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.	 	
(O) 	“Wages	” includes	 all amounts	 for	 labor	 performed	 by employees	 of every	 description,	 whether	 the	 amount	 is fixed	 or 	
ascertained	 by the	 standard	 of time,	 task,	 piece,	 commission	 basis,	 or other	 method	 of calculation.	 	
(P)	 “Workda	y” and “da	y” 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) 	Th e following overtime provisions are applicable to employees 18 years of age or over and to employees 16 or 17 years	 	
of age who are not required by law to attend school and are not otherwise prohibited by law from engaging in the subject work.	 	
Such employees shall not be employed more than eight (8) hours in any workday or more than 40 hours in any workweek unless	 	
the employee receives one and one-half (1	1/2) times such employee’s regular rate of pay for all hours worked over 40 hours in the	 	
workweek. Eight (8) hours of labor constitutes a day’s work. Employment beyond eight (8) hours in any workday or more than six

—	4 	 
(6) days in any workweek is permissible provided the employee is compensated for such overtime at not less than: 	
(a) 	One and one-half (1	1/2) times the employee’s regular rate of pay for all hours worked in excess of eight (8) hours 	
up to and including 12 hours in any workday, and for the first eight (8) hours worked on the seventh (7	th ) consecutive 
day of 	
work	 in a workweek; and	 	
(b) 	Double the employee’s regular rate of pay for all hours worked in excess of 12 hours in any workday and for all	 	
hours worked in excess of eight (8) hours on the seventh (7th) consecutive day of work in a workweek. 	
(c) 	The overtime rate of compensation required to be paid to a nonexempt full-time salaried employee shall be	 	
computed by using the employee’s regular hourly salary as one-fortieth (1/40) of the employee’s weekly salary. 	
(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	 uni	t‖ 	
may	 include	 all employees	 in a readily	 identifiable	 work	 unit,	 such	 as a division,	 a depar tment,	 a job	 classification,	 a shift,	 a separate 
physical	
 location,	 or a recognized	 subdivision	 of any	 such	 work	 unit.	 A work	 unit	 may	 consist	 of an	 individual	 employee	 as long	 as 
the	
 criteria	 for	 an	 identifiable	 work	 unit	 in this	 subsection	 are	 met.

—	5 	 	
(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 Office of Policy, Research	 	
and Legislation within 30 days after the results are final, and the report of election results shall be  a public document. The	 	
report shall include the final tally of the vote, the size of the unit, and the nature of the business of the employer. 	
(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. 	
(V IOLATIONS 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

—	6 	 
a succession of weeks, the employee may request to make up work time for up to four (4) weeks in advance; provided,	 	
however, that the makeup work must be performed in the same week that the work time was lost. An employee shall provide a	 	
signed written request for each occasion that the employee makes a request to make up work time pursuant to this 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 Apprentice-	 	
ship 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) 	The interruption of work is caused by an Act of God or other cause not within the employer’s control. 	
(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.

—	7 	 	
(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. 	
(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. An accurate production record shall be maintained by the employer. 	
(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 “unifor	m” includes	 wearing	 apparel	 and	 accessories	 of distinctive 
design	
 or color.	 	
NOTE: Thi s 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	
 minimum wage provided herein may be required to provide and maintain hand tools and equipment customarily required by 
the
 trade or craft. 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. All items furnished by the employer shall be returned	 	
by the employee upon completion of the job. 
10. MEALS AND LODGING 	
(A) 	”Meal”	 means	 an	 adequate,	 well-balanced	 serving	 of a variety	 of wholesome,	 nutritious	 foods.	 	
(B)	 ”Lodgi	ng”	 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. W hen 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  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

—	8 	 
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	 	 	
(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 	
(D)	 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.	 	
(E)	 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. 	
(F) 	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.

—	9 	
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,
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 f	
 or 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
underpai	

d 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 Commissioners 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   REDDING
 
Lab	 or Commissioner's  Office/DLSE  
250 Hemsted Drive, 2nd Floor, Suite  A	
 	Redding, CA  96002 
530 -225 -2655   SAN JOSE
 
Lab	
 or Commissioner's  Office/DLSE  
100 Paseo De San Antonio, Room  120	
 	San Jose, CA   95113 
408 -277 -1266  	
 EL CENTRO  
Labor  Commissioner's  Office/DLSE  
1550 W . Main  St. 
El  Centro, CA  92243  
760 -353 -0607  	 	SACRAMENTO  
Labor  Commissioner's  Office/DLSE  
2031 Howe Ave, Suite  100 
Sacramento, CA  95825  
916 -263 -1811  	 	SANTA  ANA 
Labor Commissioner's  Office/DLSE  
2 MacArthur Place Suite 800 	 
Santa Ana, CA  92701  714-558-4910 	
 FRESNO  
Labor  Commissioner's  Office/DLSE  
770 E. Shaw Ave., Suite 222  
Fresno, CA   93710  
559 -244 -5340  	 	SALINAS  
Labor  Commissioner's  Office/DLSE  
950  E.  Blanco  Rd.,  Suite  204  
Salinas, CA  93901  
831 -443 -3041  	 	SANTA  BARBARA  
Labor Commissioner's  Office/DLSE  
411 E. Canon  Perdido, Room  3 
Santa Barbara, CA   93101  
805 -568 -1222  	
LONG  BEACH  
Labor  Commissioner's  Office/DLSE  
300 Oceangate, 3	
rd Floor  
Long Beach, CA   90802  
562 -590 -5048   SAN
 BERNARDINO  
Lab	
 or Commissioner's  Office/DLSE  
464 W est 4	
th  Street, Room  348  
San Bernardino, CA   92401  
909 -383 -4334  	
 	
SANTA  ROSA 
Labor Commissioner's  Office/DLSE  
50 “D” Street, Suite  360  
Santa Rosa, CA   95404  
707 -576 -2362  	
 	 	
LOS ANGELES  
Labor  Commissioner's  Office/DLSE  
320  W.  Fourth  St.,  Suite  450  
Los Angeles,  CA  90013  
213 -620 -6330  	SAN DIEGO  
Labor  Commissioner's  Office/DLSE  
7575 Metropolitan  Dr. , Room  210  
San Diego, CA   92108  
619 -220 -5451  	 	STOCKTON  
Labor Commissioner's  Office/DLSE  
31 E. Channel Street, Room  317  
Stockton, CA  95202  
209 -948 -7771  	
 	 	
OAKLAND –  HEADQUARTERS  
Labor  Commissioner's  Office/DLSE	  
1515 Clay Street, Room 1302  Oakland, CA 94612 
510-285-2118 	SAN  FRANCISCO  
Labor  Commissioner's  Office/DLSE  
455 Golden Gate Ave. 10	
th   Floor  
San Francisco, CA   94102  
415 -703 -5300  	
 	VAN NUYS  
Labor  Commissioner's  Office/DLSE  
6150 Van  Nuys Boulevard, Room  206  
Van Nuys, CA   91401  
818 -901 -5315  	
[email protected]	 	 	
 
 
 
 
 
 
 
 
 
 
 
 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

Other California Labor Law Posters 4 PDFS

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


View all 34 California labor law posters


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Disclaimer:

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

** This Document Provided By LaborPosters.org **
Source: http://www.laborposters.org/california/42-california-iwc-wage-order-6-poster.htm