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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, 2024 , 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  	
 	
Visit www.dir.ca.gov	 	
 
 
 
 
 
 
 
 
 
 
 	
IWC FORM 1106 (Rev.  11/2023 ) 
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  WEL FARE  CO MMISSI ON 
O RDER  N O.  6-2001  
REGULATING  
WAGES,  HO URS  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)    W ho	 is pr im arily	 engaged	 in an	 o ccupation	 co mmon ly	 r e cogn iz ed	  as  a  lea rned	  or a rtistic	  pr ofe ssion.	 F or	 the 
purposes	
 of t h is	 su bse ction,	 “lea rned	 or a rtistic	 pro fe ssio n”	 m eans	 an	 em plo yee	 who	 is p rim arily	 engaged	 in the	 per fo rm an ce	 o f:	 
( i) Work  requiring  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) 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 	
 	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/oprl/ComputerSoftware.htm  or by mail from the Department of Industrial Relations.

—	3 	 	
(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)  The  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 Wide  Web  or CD -ROMs.  
(v)  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	  “a lte rnat iv e	 w ork week	 schedul	e” m eans	 any	 regul arly	 scheduled	 w ork week	 requ iring	 an	 e m plo yee	 to w ork	 m ore	 than 
e ight	
 (8)	 hou rs	 in a 2 4-hour	 p eriod.	 	
(B)  “C ommissi	on”	 m eans	 the	 In dustr ial	 Welf are	 Com mission	 of the	 State	 of Ca li f o rn ia.	 	
(C)  “D iv isi	on”	 m eans	 the	 Di vision	 of Labor	 Stand ards	 En forc em ent	 of the	 State	 of Ca li f o rn ia.	 	
(D)  “Em plo	y ” m eans	 to enga ge,	 su ffe r,	 or per mit	 to work.	 	
(E)  “Em plo ye e ”	 m eans	 any	 p e rson	 e m plo yed	 b y an	 e m plo ye r.	 	
(F)  	”Em plo ye r	” m eans	 any	 pers on	 as defined	 in Se ction	 18	 o f the	 Labor	 Cod e,	 who	 d ir e ctly	 or ind ir e ctly ,	 or through	 an	 agent 
or	
 a ny	 other	 p erson,	 e m plo ys	 or e xercises	 c ontrol	 o ver	 the	 w ages ,	 hours,	 or w orking	 c o nd itions	 o f a ny	 person.	 	
(G)  	”Hours	 work	ed” m eans	 the	 tim e	 du ring	 which	 an	 e m plo ye e	 is subj ect	 to the	 control	 o f an	 e m plo ye r,	 and	 in cludes	 a ll the 
ti m e	
 the	 em plo yee	 is s uf fer ed	 or per mitted	 to wo rk,	 whet her	 or not	 requ ir ed	 to do	 s o .	 	
(H)  “L aund ry ,	 L inen	 Supp ly ,	 D ry	 Clean ing	 and	 D ye ing	 Indust r	y” m eans	 any	 indu str y ,	 b u sin ess,	 or e sta blish ment	 ope rated	 fo r 
the	
 pu rpo se	 of w ash ing,	 ir on ing,	 cleani ng,	 re fr e sh ing,	 r e sto ring,	 pressing,	 d ye ing,	 sto rin g,	 fu m igat ing,	 m othp roo fing,	 w ate rproo fing, 
or	
 other	 proces ses	 in cident al	 theret o,	 on	 a rti cles	 or fabr ic s	 o f any	 kind,	 in clud ing	 b ut	 not	 lim ited	 to cloth ing,	 ha ts ,	 d rape ry ,	 rug s, 
c u rta in s,	
 linen s,	 hou seho ld	 f u rn ish in gs,	 te xtil es,	 fu rs ,	 or leather	 goods;	 and	 in cludes	 se lf - s e rv ice	 laund rie s,	 se lf - s e rv ic e	 d ry	 clean ing 
e sta blish ment s,	
 and	 the	 c o lle ction,	 d istri but ion,	 s to rag e,	 sa le ,	 or re sa le	 at r eta il	 or who le sa le	 o f the	 foregoing	 se rv ic e s.	 	
(I)  “M ino r”	 m ean s,	 for	 the	 pu rp o se	 of th is	 ord er,	 a ny	 person	 under	 the	 age	 of 18	 yea rs .	 	
(J)  “O utside	 sa le spers	on”	 m ea ns	 any	 person,	 18	 years	 of age	 or o ve r,	 who	 cu sto maril y	 an d	 regu la rly	 w orks	 m ore	 than	 ha lf	 t h e 
w orking	
 ti m e	 aw ay	 fr om	 the	 e m plo ye r’s	 p la ce	 of b u sin ess	 se lling	 tan gib le	 or intangi ble	 ite ms	 or obtaini ng	 orders	 or cont ra cts	 for 
product s,	
 s e rv ices	 or use	 o f fa ciliti es .	 	
(K)  	“Primarily”  as  used  in Section  1,  Applicability,  means  more  than  one-half the  employee’s  work time.  	
(L) “Sh if	t ” m eans	 des ignated	 hours	 of w ork	 b y an	 e m plo ye e,	 with	 a de signated	 beg inn ing	 ti m e	 and	 quitt ing	 t im e.	 	
(M)  	“Split	 sh if	t”  m eans	 a work	 s chedul e,	 which	 is inter rupted	 b y no n-pai d	 non -w orking	 per iods	 esta blished	 b y the	 e m plo ye r, 
other	
 than	 bona	 f ide	 rest	 or m eal	 pe rio ds.	 	
(N)  	“Tea ch i	ng” m eans ,	 for	 the	 p urpo se	 of Se ction	 1 of th is	 or de r,	 the	 p ro fe ssion	 o f tea ch ing	 under	 a c e rti ficate	 f r om	 the	 	
Com mission	 for	 T ea cher	 Prepa rat ion	 and	 Licens ing.	 	
(O) 	“Wag es	” in clud es	 a ll a m ounts	 for	 labor	 pe rfo rm ed	 by e m plo yees	 of e ve ry	 de script ion,	 whether	 the	 a m ount	 is f ix ed	 or 	
a sc erta ined	 b y the	 standard	 of tim e,	 ta sk,	 p ie ce ,	 co mmissi on	 bas is ,	 or other	 m ethod	 of ca lcu la tion.	 	
(P)  “W ork d a	y” and  “d a	y” m ean	 any	 cons ecut iv e	 24 -hour	 pe riod	 beg inn ing	 at the	 s a m e	 tim e	 ea ch	 c a lendar	 d ay.	 	
(Q)  	“Work w ee k	” and	 “w ee k	” m ea n	 any	 se ven	 (7)	 con se cut iv e	 d ays ,	 sta rting	 with	 the	 sa me	 ca lendar	 day	 ea ch	 w ee k.	 ”W ork w ee k	” 	
is a fix ed	 and	 regula rly	 re cu rring	 pe riod	 of 168	 hou rs,	 se ven	 (7)	 c ons ecut iv e	 24 -hour	 p e riod s.	 	
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.	 	
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	 v a lid,	 the	 pro posed	 a lte rnat iv e	 w ork week	 schedule	 m ust	 be	 adopted	 in a se cret	 ba llot	 e le ction,	 b efo re 
the	
 pe rfo rm an ce	 of w ork ,	 by at leas t	 a tw o-th ir ds	 (2/ 3)	 vo te	 of the	 af fe cted	 e m plo yees	 in the	 w ork	 uni t.	 The	 ele ction	 sha ll	 be	 he ld 
du ring	
 regu lar	 w orking	 hours	 at the	 emp lo yees ’	 work	 si te .	 F o r	 pu rpo ses	 of th is	 sub se ction,	 ―a ffe cted	 e m plo yees	 in t he	 w ork	 un i	t‖ 	
may	 in clude	 a ll e m plo yees	 in a r ead ily	 identi fia ble	 w ork	 uni t,	 su ch	 as a d iv ision,	 a depa rtm ent,	 a job	 cla ssifica tion,	 a sh if t,	 a sepa rate 
p hysical	
 lo ca tion,	 or a r e cog niz ed	 subd iv is ion	 o f any	 su ch	 w ork	 un it.	 A w ork	 un it	 m ay	 con sist	 o f an	 ind iv idu al	 e m plo yee	 as long	 a s 
the	
 cr ite ria	 for	 an	 ident ifia ble	 w ork	 un it	 in th is	 sub se ction	 a re	 m et.

—	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.  
( 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

—	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) 	 All employers, regardless of the number of employees, shall pay to each employee:  
(a)      Sixteen dollars ($16) per hour for all hours worked, effective January 1, 2024, and 
(b)      Fifteen dollars and fifty cents ($15.50) per hour for all hours worked, effective January 1, 2023.  	
(2) 	 Prior to January 1, 2023, any employer who employs 26 or more employees shall pay to each employee wages 
not less than the following: 
(a)     Fifteen dollars ($15.00) per hour for all hours worked, effective January 1, 2022, and 
(b)  Fourteen dollars ($14.00) per hour for all hours worked, effective January 1, 2021. 	
(3) 	 Prior to January 1, 2023, any employer who employs 25 or fewer employees shall pay to each employee wages 
not less than the following:  
(a)     Fourteen dollars ($14.00) per hour for all hours worked, effective January 1, 2022, and 
(b)  Thirteen dollars ($13.00) per hour for all hours worked, effective January 1, 2021. 
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.

—	7 	 	
(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.  	
(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) W hen	 un if o rm s	 are	 requ ir ed	 b y the	 e m plo ye r	 to be	 w orn	 b y the	 e m plo yee	 as a condi tion	 of e m plo ym ent,	 su ch	 uni fo rms 
sha ll	
 be	 p ro vided	 and	 m ainta ined	 b y the	 e m plo ye r.	 T he	 te rm “u nif o r	m ” includes	 w ea ring	 appa rel	 and	 a cce sso ries	 of d is tin ctiv e 
de sign	
 or c o lor .	 	
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	
 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	 adequat e,	 w ell- bal anced	 se rv ing	 of a va riety	 of who le so m e,	 nut ritio us	 foods .	 	
(B) 	”Lodgi	ng”	 means	 liv ing	 a cco m modations	 ava ila ble	 to the	 e m plo yee	 for	 f u ll- ti m e	 occ u panc y	 which	 are	 adequat e,	 de cent, 
and	
 san it a ry	 a ccording	 to u sual	 and	 c u sto mary	 s tandards .	 Em plo yees	 s ha ll	 not	 be	 requ ir ed	 to s hare	 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, 2021	 	JANUARY 1, 2022	 	JANUARY 1, 	2023	 	JANUARY 1, 	2024	 	For an employer who employs:	 	26 or	 	More Employees  	25 or Fewer  Employees 	26 or	 	More Employees	 	25 or 	 	Fewer  
Employees  	All 	Employers 	regardless of 
number of 
Employees	 	
All Employers regardless of number of 
Employees	 	
LODGING	 	 	 	 	 	 	 	
Room occupied alone	 	$65.83	 	/week  	$61.13	 	/week 	$70.53	 	/week 	$65.83	 	/week 	$72.88	 	/week 	$75.23	 	/week 	
Room shared	 	$54.34	 	/week 	$50.46	 	/week 	$58.22	 	/week 	$54.34	 	/week 	$60.16	 	/week 	$62.10	 	/week 	
Apartment 	? two thirds (2/3) of the ordinary 	rental value, and in no  event more than: 	$790.67	 	/month 	$734.21	 	/month 	$847.12	 	/month 	$790.67	 	/month 	$875.33	 	/month 	$903.60	 	/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:	 	
$1,169.59	 	/month 	$1,086.07	 	/month 	$1,253.10	 	/month 	$1,169.59	 	/month 	$1,294.83	 	/month 	$1,336.65	 	/month 	
MEALS

—	8 	 
Breakfast	  	$5.06	 	$4.70	 	$5.42	 	$5.06	 	$5.60	 	$5.78	 	
Lunch	 	$6.97	 	$6.47	 	$7.47	 	$6.97	 	$7.72	 	$7.97	 	
Dinner	 	$9.35	 	$8.68	 	$10.02	 	$9.35	 	$10.35	 	$10.68	 	 	
(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) Unle ss	 the	 e m plo yee	 is r e lie ved	 of a ll duty	 d u ring	 a 30	 m in ute	 m eal	 pe riod,	 the	 m ea l	 pe riod	 sha ll	 be	 con sidered	 an	 ”on 
dut y”	
 m eal	 pe riod	 and	 counted	 as ti m e	 work ed.	 An	 “on  	
(D) dut y”	 meal	 per iod	 sha ll	 be	 p erm itted	 on ly	 when	 the	 nat ure	 of the	 w ork p re vents	 an	 e m plo yee	 fr om	 be ing	 r e lie ved	 of a ll 	
duty	 and	 when	 b y w ritten	 a gre e m ent	 bet ween	 the	 pa rties	 an	 on -th e-job	 pai d	 meal pe riod	 is a greed	 to .	 T he	 w ritten	 a gre e m ent	 sha ll	 	
s tate	 that	 the	 e m plo yee	 m ay,	 in w riting ,	 re vo ke	 the	 a gre e m ent	 at any	 tim e.	 	
(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. Where  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.

—	9 	 	
(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,	 	
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.

—	10	 	 
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, 
Salin as, 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

—	11	 	 	
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	 	REDDING Labor	 Commissioner's	 Office/DLSE	 	SAN JOSE  Labor Commissioner's	 Office/DLSE	 	7718 Meany	 Ave.	 	Bakersfield, CA   93308 
661 -587 -3060  	250 Hemsted Drive, 2nd Floor, Suite	 A 	Redding, CA   96002 530-225 -2655  	
224 Airport Parkway, Suite 300	 	San Jose, CA 95110  
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	 	
 	SALINAS 
Labor  Commissioner's  Office/DLSE  
950	 E. Blanco	 Rd.,	 Suite	 204	 	
 	SANTA BARBARA  
Labor Commissioner's  Office/DLSE  
411 E. Canon 	Perdido, 	Room	 3 	Fresno, CA 	 93710	 	Salinas, CA	 93901	 	Santa Barbara, CA 	 93101	 	559	-244	-5340	 	831	-443	-3041	 	805	-568	-1222	 	
LONG	 BEACH	 	SAN	 BERNARDINO	 	 	
Labor Commissioner's Office/DLSE	 	1500 Hughes Way, Suite C -202  
Long Beach, CA 90810  
(562) 590- 5048 	Labor	 Commissioner's	 Office/DLSE	 	464 West 4	th  Street, Room	 348	 	SANTA	 ROSA	 	Labor Commissioner's	 Office/DLSE	 	San Bernardino, CA 	 92401	 	50 ?D? Street, Suite	 360	 	909	-383	-4334	 	Santa Rosa, CA 	 95404	 	
 	 	707	-576	-2362	 	
LOS	 ANGELES	 	SAN	 DIEGO	 	 	Labor	 Commissioner's	 Office/DLSE	 	Labor	 Commissioner's	 Office/DLSE	 	STOCKTON	 	320	 W. Fourth	 St.,	 Suite	 450	 	7575 Metropolitan	 Dr., Room	 210	 	Labor Commissioner's	 Office/DLSE	 	Los Angeles,  CA	 90013	 	San Diego, CA 	 92108	 	3021 Reynolds Ranch Parkway, Suite 160	 	213	-620	-6330	 	619	-220	-5451	 	Lodi, California 95240	 	
 	 	209	-948	-7771	 	
OAKLAND	 – HEADQUARTERS	 	SAN	 FRANCISCO	 	 	Labor	 Commissioner's	 Office/DLSE	  	1515	 Clay	 Street,	 Room	 1302	 	Labor	 Commissioner's	 Office/DLSE	 	455 Golden Gate Ave. 10	th  Floor	 	VAN	 NUYS	 	Labor	 Commissioner's	 Office/DLSE	 	Oakland, CA	 94612	 	San Francisco, CA 	 94102	 	6150 Van 	Nuys 	Boulevard, Room	 206	 	510	-285	-2118	 	415	-703	-5300	 	Van Nuys, CA 	 91401	 	[email protected]	 	 	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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