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

The Industrial Welfare Commission (IWC) Wage Order #6 Laundry, Linen Supply, Dry Cleaning and Dyeing Industry is a general labor law poster poster by the California Department Of Industrial Relations. This poster is mandatory for some employers, including employers in the laundry, linen supply, dry cleaning and dyeing industry.

This poster, written in Spanish, must be posted in a conspicuous place where all Spanish speaking employees will see it for any Laundry, linen supply, dry cleaning and dyeing Industry employers. This poster describes the standards and laws that must be followed in the Laundry, linen supply, dry cleaning and dyeing Industry.


CA All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both California and Federal poster requirements by clicking here .

It appears you don't have a PDF plugin for this browser. Please see the link below to download california-iwcarticle6.pdf.

OFFICIAL N
OTICE 
INDUSTRIA L WELFARE COMMISSION 
ORDER NO . 6-2001 
REGUL ATING 
W AGES , HOUR S AND WORKING CONDITI ONS IN THE 

L A U
ND RY, LINE N SUPP LY , D RY  CLEANING
 

AN D DYEIN G INDUST RY
 
Ef fec tive J anua ry 1 , 2002 a s amended 
Sections 	

4(A) and 10(C)  amended 	
and republished  by the Department of Industrial 
Relations, effective Janua ry 1, 2019, pursuant to SB 3, Chapter 4, Statutes of 2016 and 
section 1182.13 of the Labor Code
This  Order Must Be Poste d Where Employee s Can Rea d It Easily IWC FORM 1106 (Rev. 11/2018)
OSP 06 98764

? 2  •Please Post With This Side Showing	• 
OFFICIAL  NOTICE  	
Effective January 1, 2002  as amended	 
 Sections 
4(A) and 10(C)  amended  and republished  by the  Department  of Industrial 
Relations, effective  January 1, 2019,  pursuant  to SB3, Chapter 4.  Statutes of 201 6 and
section 1182.13 of the Labor Code

INDUSTRIA L WELFARE COMMISSION 
ORD ER NO . 6-2001 
REGUL ATING 
WAG ES, HOUR S AND 	
WORKIN G CONDITION S IN THE 	
LAUNDRY, LINEN SUPPLY, DRY CLEANING AND DYEING INDUSTRY	 TAKE NOTICE:
 To employers and representativ es of persons working  in industries  and occupations  in the  State  of California: 
The  Department  of Industrial  Relations  amends  and republishes the 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 r ate, commission, or other basis , except that: 
(A	

) Pr ovisions  of  Sections  3  through  12 of  this  order  shall  not
   apply to  persons  employ ed in  administr ativ	 e, executive,  or
pr ofessional  capacities. The  following  requirements  shall  apply  in dete rmining  whether  an  employee?s  duties  meet  the 	
 test to 
qualify for an ex emption from those sections:  (1) Executiv
e Exemption. A person employed in an  executive capacity means any employee: (a) Whose duties 
and responsibilities inv olve  the  management  of the  enterpr ise in  which he/she  is employ ed or of  a
cus	

tomarily recogniz ed 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  employ ees or  whose suggestions  and recommendations  as to  the  hi ring
or  fi ring  and as to  the  ad vancement  and promotion  or any  other  change  of status  of other  employ ees will  be given  pa rticular weight; 
and	

 
(d) Who customarily and regularly  exercises discretion and independent judgment;  and
(e) Who  is primar ily engaged  in  duties which meet  the test  of the  ex emption. The activities constituting  exempt wor k
and  non-ex empt work shall  be constr ued in  the  same manner  as such items are constr ued 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,  f or  example,  all  work  that is  directly  and  closely  related  to ex empt  work  and  work  which  is  properly 
vi ewed  as  a  means  f or  carrying  out exempt  functions. The  work  actually  performed  by  the  employ ee during  the  course  of	
  the  
workweek must,  first  and  foremost, be  examined  and the  amount  of  time  the  employ ee  spends  on  such  wor k,  tog	
 ether  with the 
employ er?s  realistic  expectations  and  the  realistic  requirements  of  the  job,  shall  be  considered  in  determining  whether  the 
employee satisfies this requirement.  (f) Such an  employ ee  must  also  earn  a  monthly  salary  equival	
 ent to no  less  than  two  (2)  times  the 	 state  minimum
w age for full-time employment. Full-time employment is defined in Labor Code Section 515(c) as 40 hours per week.  (2) Administr
ative E xemption. A person employed in an administr ative capacity means any employ ee:(a) Whose duties and responsibilities inv
olve either:
(i) The  performance  of  office  or non- manual   work  directly  related  to  management  policies  or gener al  business
operations of his/her employer or his/her employ er?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 regular ly and directly assists a proprietor,  or an employ ee employ ed	
  in  a  bona	  fide executive  or administr ative
capacity (as such terms are defined for purposes of this section);  or 
(d) Who per forms  under  only gener al supervision work along specializ ed or technical lines requiring special training,
e	

xperience, or knowledge;  or 
(e) Who  executes under only general supervision special assignments and tasks;  and
(f) Who  is primar ily engaged  in  duties which meet  the test  of the  ex emption. The activities constituting  exempt wor k
and  non-ex empt  work  shall  be  construed in the  	
 same  manner as  such  terms   are  constr ued 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,  f or  example,  all  work  that is  directly  and  closely  related  to exempt  work  and  work  which  is 
proper ly vi ew ed as  a means f or carrying out ex empt functions. The work actually per formed by the employee during  the cours	
 e of

? 3  the
 workw eek must, first  and foremost,  be examined and the amount  of time  the employ ee	 spends  on	 such wor k, together  with the 
employ er?s realistic expectations  and the realistic requirements  of the  jo b, shall  be	
 considered  in determining whether  the employ ee 
satisfies this requirement.  (g) Such employ ee	
 must also ea	rn a monthly salary  equivalent  to no	 less  than two (2) times  the state minim um 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  employ
ed	
 in   a  professional  capacity  means  any  employ ee	  who  meets all of  the following requirements: 
(a) Who 
is licensed  or ce rtified by  the State  of California  and is  primar ily engaged  in the  practice  of one  of the  following
recognized professions: law, medicine, dentistry, optometry, architecture, engineering, teaching, or accounting;  or 
(b) Who  is  primarily  engaged  in  an  occupation  commonly  recognized  as  a  learned  or  artistic  profession.  For  the
purposes of this subsection,  ?OHDrned or artistic prof HVVLRQ? means an employee who is primarily engaged in the performance of: 
(i) Work requiring  knowledge  of an	
 ad	vanced type  in a field  or science  or learning customar ily acquired by a pro- 
longed course  of specializ ed intellectual instruction  and study, as distinguished from a  general academic education  and from an 
apprenticeship,  and from training  in the  per formance  of routine mental,  manual,  or physical processes,  or work  that is  an  essential 
pa	
rt of or necessarily incident to any of the abov e work; or  
(ii) Work  that is original  and creative  in character  in a recogniz ed	
 field of artistic  endeavor (as opposed  to work
which can  be produced by a person  endowed	
 with  gener al ma nual  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 a ny of the abov e work; and 
(iii) Whose  work  is  predominantly  intellectual  and  varied in  character  (as  opposed  to  routine  mental,  manual,
mechanical,  or  physical  wor k) and  is of   such  character  that the  output   produced  or the   result  accomplished  cannot  be 
standardized in relation to a giv en period of time. 
(c) Who  customar ily and  regular ly ex ercises  discretion  and  independent  judgment  in the  per formance  of  duties  set
forth in subpara graphs (a) and (b). 
(d) Who  ea	
rns   a  monthly  salary  equivalent  to no	  less  than  two  (2)  times  the  state  minim um  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 constr ued in accordance with the  following provisions of feder al law as
they existed  as of  the  date  of this w age 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 pr ovisions  of this subpara graph,  pharmacists employ ed	
 to  engage  in  the  practice  of pharmacy ,
and registered nurses employ ed	
 to  engage  in  the  practice  of nursing, shall  not be	 considered  exempt professional employ ee	s, nor 
shall  they  be	
  considered  exempt  from  cover age  for the  pu rposes  of  this  subpara graph  unless  they  individually  meet  the  criteria 
established for  exemption as  executive or administr ative employ ee	
s. 
(g) Subpara graph (f) above shall not apply to the following advanced practice nurses:
(i) Ce rtified  nurse  midwiv es  who  are  primar ily engaged  in  per forming  duties  f or  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 primar ily engaged in  performing duties f or 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 primar ily engaged  in  per forming duties f or 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 subpara graph shall  exempt  the occupations set for th in clauses (i), (ii),  and (iii) from meeting
the requirements of subsection 1(A)(3)(a)-(d) above.  (h) Except, as pr ovided  in subpara graph  (i), an	
 employ ee in  the computer software field who  is paid on	 an	 hour ly basis
shall be  exempt, if  all of the following apply: 
(i) The employ ee	
 is primar ily 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
hardw are, softw are, or system functional specifications. 
?
The design, development,  documentation, analysis, creation, testing,  or modification  of computer systems or 
pro gram s, including prototypes, based on and related to user or system design specifications. 
?
The documentation, testing, creation,  or modification  of computer pro grams 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
in formation  to  computer  systems  analysis,  pro gramming,  and  software  engineering. A  job  title  shall  not be	
 determinative  of the 
applicability of this  exemption. 
(iv) The employ ee	
?s hourly rate of pay is not less than for ty-one dollars ($41.00). The Office of Policy, Research
and  Legislation  shall  adjust  this  pay  r ate on	
  October  1  of  each  y ear to  be	 ef fective  on	  Janua	ry  1  of the   following  y ear  by  an	 
amount equal to the percentage increase in the California Consumer Price Inde x for Urban Wage Earners and Clerical Work ers.*  
(i) The  exemption provided in subpara graph (h) does not apply to an employee if  any of the following apply:
(i) The employ ee	
 is a trainee  or employ ee in  an	 ent ry-lev el position who  is learning to become proficient  in the * Pursuant 
to Labor   Code  section  515.5,  subdivision  (a)(4),  the  Office  of  Policy,  Research  and  Legislation,  Department  of
Industrial Relations, has adjusted  the minim um hour ly  rate  of pay specified  in this subdivision  to be $49.77,  ef fective Jan ua	
ry 1,
2007.  This hour ly rate  of pay  is adjusted  on	
 October 1 of each y ear to  be	 ef fective  on	 Janua	ry 1, of the  following y ea	r, and  may

? 4  be obtained
 at ww w.di r.ca.gov/IWC  or by mail from the Department of Industrial Relations. theoretical 
and  practical  application  of  highly  specializ ed inf	
ormation  to  computer  systems  analysis,  pro gramming,  and  software 
engineering. 
(ii) The  employee is	
 in   a  computer-related  occupation  b ut has  not  attained  the  lev el of   skill  and  expertise
necessary to work independently and without close supervision.  (iii) The  employee is
 engaged  in the  operation  of  computers  or in  the  ma nufacture,  repair,  or  maintenance  of
computer hardware and related equipment.  (iv) The employee is an engineer , drafter, machinist, or other professional whose work is highly dependent upon
or   facilitated  by  the  use  of  computers  and  computer  software  pro grams  and  who  is  skilled  in  computer-aided  design  softw are, 
including CAD/CAM, but who is not in a computer systems analysis or pro gramming occupation. 
(v) The  employ ee 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  f or  print  or 
f or  on  screen  media  or 	
 who  writes or pr ovides  content  material  intended  to be  read  by  customers,  subscribers,  or 	 visitors to 
computer-related media such as the Wor ld Wide Web or CD-R OMs. 
(vi) The  employ ee is  engaged  in any  of the   activities  set  for th in   subpara graph  (h)  f or  the  purpose  of 	
creating
imager y for effects used in the motion picture , television, or theatrical industry. 
(B) Except  as pr ovided  in Sections  1, 2, 4, 10,  and  20, the pr ovisions  of this order shall not apply  to any employees directly
employ ed 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  pro gram,  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 ?DOWH rnati ve workw eek VFKHGXOH?  means any regular ly scheduled workw eek requiring  an employ ee to	
 work more  than
eight (8) hours in a 24-hour period.  (B)?&RPPLVVLRQ?  means the Industrial W elfare Commission of the State of California.
(C) ?'LYLVLRQ?  means the Division of Labor Standards Enforcement of the State of California.
(D) ?(PSO o\?  means to engage, suffer, or permit to wor k.
(E) ?(PSO oyHH?  means any person employ ed by an employer.
(F) ?(PSO oyHU?  means any person  as defined  in Section  18 of the  Labor  	
 Code, who directly  or indirectly,  or through  an agent
or a	
ny other person, employs or  exercises control over the w ages, hour s, or working conditions of any person. 
(G) ?+RXUV   workHG? 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)?/DXQG ry, Linen Supply, Dry  Cleaning  and Dyeing Industr\? means any industry, business,  or establishment  operated for
the  purpose  of 	
washing, ironing, cleaning, refreshing, restoring, pressing, dyeing, storing, fumigating, mothproofing, w aterproofing, 
or  other   processes  incidental  thereto,  on  articles or 	
 fabrics  of 	any  kind,  including  b ut not  limited  to  clothing,  hats,  dr apery,  r ugs, 
cu r	
tains, linens, household  furnishings, textiles, furs,  or leather goods;  and includes self- service laundr ies, self- service dry cleaning 
establishments , and the collection, dist ribution, storage, sale, or resale at retail or wholesale of the foregoing services. 
(	

I) ?0LQRU?  means , for the purpose of this order , a	
 ny person under the age of 18 y ears.
(J) ?2XWVLGH  VDOHVSHUVRQ?  means any person,  18 years of age	
  or  over, who customar ily and  regular ly wor ks more than half the
working  time  away  from  the  employ er?s  place  of  business  selling  tangib le or   intangib le  items  or  obtaining  orders  or  contracts  for 
products, services or use of facilities. 
(K)?3rimar LO\? as used in Section 1, Applicability, means more than one-half the employ ee?s  work time.
(L) ?6KLIW? means designated hours of wor k by an employee, with a designated beginning time and quitting time.
(M) ?6SOLW  VKLIW?  means  a  work  schedule,  which  is  interr upted  by  non-paid  non-working  periods  established  by  the 	
 employer,
other than bona fide rest or meal periods. 
(N)?T HDFKLQJ? means, f or the  purpose of  Section 1 of  this order, the  profession of teaching under  a certificate from the  Com- 
mission f or Teacher Preparation and Licensing. 
(O) ?W DJHV?  includes all amounts f or labor  performed by employ ees of  every description, whether  the amount  is fixed  or as -	
 
ce rtained by the standard of time, task, piece, commission basis, or other method of calculation. 
(P) ?Wor kda\?  and  ?Ga\?  mean any consecutiv e 24-hour period beginning at the same time each calendar day.
(Q)  ?Workw HHN? and  ?w HHN?  mean any sev en (7) consecutive days, starting with  the 	
 same calendar day each week. ?Workw HHN?
is a fix ed and regula rly recurring period of 168 hours , seven (7) consecutiv e 24-hour periods. 3.
HOURS AND DAYS OF WORK
(A) Daily Overtime - General Provisions (1) The following overtime  provisions are applicab le to employ ees 18 years  of age	
  or  ov er and  to employ ees 16  or 17 years
of  age	
  who  are  not  required by  law  to attend   school  and are  not  otherwise  prohibited by  law  from  engaging  in the   subject  work. 
Such employ ees shall  not be employ ed more than eight (8) hours  in any wor kday  or more  than 40 hours  in 	
any workw eek unless 
the employee receives one and one-half (1 1
/2 ) times such employ
ee?s	
 regular rate of pa y for all hours work ed over 40 hours in the 
workweek. Eight (8) hours  of labor constitutes a day?s wor k. Employment b eyond eight (8) hours  in any wor kday  or more  than six

? 5  (6) days in an
y workweek is permissible provided the employee is compensated for such overtime at not less than:
(a) One  and one-half  (11
/2 ) times 
the employ ee?s regular r ate of pay f or all hours work ed in  excess  of eight (8) hours
up	
  to  and  including  12	 hours in any  wor kday,  and  for  the   first eight (8) hours work ed on  the  sev enth (7 th
) consecutive day  of wor k 
in a workweek;  and 
(b) Doub le the   employ ee	
?s  regular  r ate of  pay  f or  all  hours  work ed	 in   excess  of 12	  hours  in  any  wor kday  and  f or  all
hours worked in excess of eight (8) hours on the seventh (7 th
) consecutiv e day of work in a workweek. 
(c) The overtime r ate of compensation required  to be	
 paid  to a nonex empt full-time salaried employ ee	 shall be
computed b y using the employ ee?s regular hourly salary as one-fortieth (1/40) of the employ ee	
?s  weekly salary. 
(B) Alter native Workw eek
(1) No  employ er  shall  be	
  deemed  to  have  violated  the  daily  overtime  provisions  by  instituting,  pursuant  to the   election
pr ocedures set for th in this wage order, a regular ly scheduled alter native workw eek schedule of  not more than  ten (10) hours per 
day  within  a  40 hour   workweek   without the  payment  of an	
  overtime  r ate of   compensation.  All  work  performed  in  any  wor kday 
b ey ond the schedule established by  the agreement  up	
 to  12	 hours a day  or bey ond  40 hours  per week  shall  be	 paid at one  and 
one-half  (11
/2 )  times 
the  employ ee	
?s  regular  r ate of   pay.  All  work  performed  in  excess  of 12	  hours  per  day  and  any  work  in 
excess  of  eight
  (8)  hours  on  those  da ys  work ed	
  beyond  the  regular ly  scheduled  number  of  wor kdays   established  by  the 
alter native  workweek  agreement  shall  be	
  paid at dou ble  the   employ ee	?s  regular  r ate of  pay.  Any  alter native  workw eek 
agreement  adopted  pursuant  to  this  section  shall  provide  f or not  less  than  four   (4)  hours  of  work  in  any  shift.  Nothing  in  this 
section shall prohibit  an employer,  at the request  of the  employee,  to substitute  one day of work f or another  day of the same length 
in  the  shift  provided by  the alter native workw eek  agreement  on	
 an	  occasional  basis  to  meet  the  personal  needs of  the   employ ee	 
without  the  payment  of  overtime.  No  hours  paid  at  either  one  and  one-half  (1 1
/2 )  or  double  the  regular  rate  of  pay  shall  be 
included in determining when 40 hours hav e 
been  worked f or the pu rpose of computing overtime compensation. 
(2) Any  agreement  adopted  pursuant to  this  section  shall  provide  not  less  than  two  consecutive  da ys  off  within  a
workweek. 
(3)If an employ er  whose employ ees have  adopted  an	
 alternative workw eek agreement  permitted by this order requires
an	
 employ ee	 to work few er hours than  those that are regular ly scheduled by the  agreement, the employer shall pay the  employee 
overtime compensation  at a rate of one  and  one-half  (11
/2 ) times 
the employ ee?s regular r ate of pay f or all hours work ed in  excess of 
eight (8) hour s, and double the employ ee	
?s regular r ate of pay for all hours work ed	 in excess of  12 hours f or the  day the  employee 
is required to work the reduced hours.  (4)An employ er shall  not reduce  an	
 employee	?s regular r ate of hour ly pay  as a result  of the  adoption, repeal  or nullification
of an alternativ e workweek schedule. 
(5) An  employ er  shall  explore  any  availab le  reasonab le  alter native  means  of  accommodating  the  religious  belief  or
observance  of an	
  affected  employ ee	 that   conflicts  with  an adopted  alter native  workw eek  schedule,  in the   manner  provided  by 
subdivision (j) of Section 12940 of the Government Code. 
(6)An  employ er  shall  make  a  reasonab le ef fort  to  find  a  work  schedule  not to  exceed  eight  (8)  hours  in  a  wor kday,  in
order  to accommodate any  affected employ ee	
 who was eligib le to v ote in  an	 election  authorized	 by this section  and who is unable 
to work the alter native workweek schedule established as the result of that election. 
(7) An employ er shall  be	
 pe	rmitted, b ut not required,  to provide a work schedule  not to exceed eight (8) hours  in a work- 
day  to accommodate any employ ee
 who is hired after  the date  of the  election  and who  is unab le to work  the alter native 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  ef fect
prior  to 1998,  and before  the per formance  of the  wor k, shall remain valid after July  1, 2000 provided  that the  results  of the  election 
are  repor ted  by  the  employ er to  the   Office  of  Policy,  Research  and  Legislation  by  Jan ua	
ry 1, 2001,  in   accordance  with  the 
requirements  of  subsection  (C)  below  (Election  Procedures).  If an	
  employ ee	  was  voluntar ily  working  an	  alternative  workw eek 
schedule  of  not  more  than ten   (10)  hours  a  day  as of  July  1, 1999,  that   alter native  workw eek  schedule  w as  based  on	
 an  
individual agreement made  after  Jan uary  1, 1998  between  the  employ ee	
 and  employer,  and the  employ ee	  submitted,  and the 
employ er appr oved,  a  written  request  on	
 or  be fore  May  30, 2000  to  contin ue	 the   agreement,  the  employ ee	  may  contin ue	 to  
work  that  alter native  work-  w eek  schedule  without  payment  of an	
  overtime  r ate of  compensation  f or the   hours  provided  in the  
agreement. The employ ee may  revoke his/her voluntary  authorization to continue	
 such a schedule with  30 da ys 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 alternativ e workweek schedules require the following:
(1) Each  proposal  f or an	
  alternative  workw eek  schedule  shall  be	 in  the   form  of  a  written  agreement  proposed  by  the
employer. The proposed agreement must designate a regular ly scheduled alter native workw eek in  which  the specified number  of 
work da ys and work hours are regular ly recurring. The actual da ys work ed
 within that  alternative workw eek schedule need not be 
specified. The employ er may propose a single work schedule  that would become  the standard schedule f or workers  in the  work unit, 
or  a  me nu of work schedule options, from which each employ ee	
 in  the  unit would  be	 entitled to choose.  If the  employ er proposes 
a menu of work schedule options , the employee may, with the approval of the employer , move from one men u option to another. 
(2) In order  to be	
 valid,  the proposed alter native workw eek schedule must  be	 adopted  in a secret ballot election,  before
the  per formance  of wor k, by  at least a two-thirds (2/3) vote  of the  affected employ ees in  the  work unit. The election shall  be	
 held 
du	
ring regular  working hours  at the  employ HHV? work  site. F or pu rposes  of this subsection,  ?DIfected employ ees in  the work  XQLW?
may include all employ ees in  a readily identifiab le work unit, such  as a division, a  department, a job classification, a shift, a separ ate 
physical location, or  a recognized	
 subdivision of  any such work unit. A work unit may consist of  an individual employee	 as long as 
the c riteria for an identifiable work unit in this subsection are met. 
(3) Prior  to the   secret  ballot  v ote,  any  employ er  who  proposed  to  institute an	
  alternative  workw eek  schedule  shall  hav e
made a disclosure  in writing  to the  af fected employ ee	
s, including the ef fects  of the  proposed  arrangement  on	 the  employ HHV? wages ,

? 6  hour
s, 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 ef	
 fects of the  alter native workweek  schedule. An employ er shall  provide  that disclosure  in a  non-English 
language,  as  well  as in   English,  if at  least  five  (5)  percent  of the  af fected  employ ees  primar ily  speak  that non -English  language . 
The employ er shall mail  the written disclosure  to employees who do not attend  the  m	
 eeting. Failure to comply with this  paragraph 
shal	
l mak e the election  null and void. 
(4) Any  election  to  establish or   repeal  an  alternative  workw eek 	
 schedule  shall be  held at the  	 work  site of the  af fected
employ ees. The  employ er  s	
 hall bear  the   costs  of  conducting  any  election  held  pursuant  to  this  section. Upon  a  complaint  by an 
af fected  employee,  and  after an  investigation  by  the  l	
 abor  commissioner, the  labor  commissioner  may  require  the  employ er to 
select a neutral third party to conduct the election.  (5) Any  type  of  alter native  workw eek  schedule  that is  autho rized  by  the Labor   Code	
   may be  repealed  by  the af fe	 cted
employ ees. Upon a petition  of one-	
 third (1/3) of the  af fected employ ees, a new secret ballot election shall  be held and a two-thirds 
(2/3)	
  v ote  of  the  affected  employ ees  shall  be  required  to 	
 reverse the  alter native  workw eek  schedule. The  election  to  repeal  the 
alter native workw eek schedule shall be  held not more than  30 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 employ ees voted  in  an election held  to adop	
 t 
or   repeal  an  alternative  workw eek  s	
 chedule. The  election  shall  take  place during  regular  working  hours  at the  	 employHHV? wor k 
sit e. If  the  alternative  workw eek  schedule  is  revok ed, the  employ er  shall  comply  within  60  days. Upon  proper	
  sh owing  of  undue 
hardship , the Division of Labor Standards En forcement may grant an  extension of time for compliance. 
(6) Only secret ballots may  be cast by  affected employ ees in  the  work unit  at any election held pursuant  to this section.
The results of  any election conducted pursuant to this section shall be  reported by the  employ er to  the  Office of Policy, Research 
and  Legislation  within  30  days  after  the 	
 results  are  final,  and the  report  of  election  results  shall  be  a public 	document.  The 
report shall include the final tally of the v ote, the size of the unit, and the nature of the business of the employer. 
(7) Employ ees af fected by a change  in the  work hours resulting from  the adoption  of an alter native workw eek 	
 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  employ ees to  vote  either  in  support  of or  in   opposition  to  a  proposed  alter- 
nati ve  workweek.  No  employ ees  shall  be  discharged  or  discriminated  against f or  expressing  opinions concerning  the  alter native 
workw eek election or  for  opposing or  supporting its adoption or  repeal. However, nothing in  this section shall prohibit an employer 
from expressing his/her position concerning  that alter native workw eek to  the  af fected employ ees. A violation  of thi
 s para graph  shall 
be s	
ubject to Labor Code Section 98  et seq. 
(D) One 
and one-half  (11
/2 ) times a minor
?s regular r ate of pay shall  be paid for all work ov er 40	
  hours in any workw eek 	 except
minors 16 or 17 years old who are not required by law to attend school and may therefore be employ ed for the same hours as an 
adult are subject to subsection (A) or (B) and (C) above.  (VIOLATIONS  OF  CHILD  LABOR  LA WS are  subject  to  civil  penalties  of  from  $500 to $10,000  as   well  as to  criminal 
pena l-  ties.  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  f or  violation  of the   child  labor  laws. 
Employers  should  ask school districts about any required work permits .) 
(E) An employ ee may be employ ed on	
  seven (7) wor kdays  in  	 one workw eek when the  total hours of  employment during such
workweek do not exceed 30 and the total hours of employment in any one wor kday thereof do not exceed six (6). 
(F) The  provisions  of Labor   Code  Sections  551 and 552  regarding  one  (1)  day?s  rest  in  sev en  (7)  shall  not be	
   construed  to
pr ev ent  an	
 accumulation  of d	
 ays  of  rest when  the nature  of the  employment reasonab ly requires  the employ ee to 	work sev en (7) 
or  m	
ore consecutive days;  provided, however,  that in  each calendar month,  the employ ee shall receive  the equi val	
 ent of one (1) 
day ?s rest in seven (7). 
(G) If  a  meal  period  occurs  on  a  shift  beginning  or  endi	
 ng at or betw een the  hours  of 10  p.m. and   6  a.m.,  facilities  shall  be
a	
vailab le for  securing  hot food and drink  or for  heating f ood or drink,  and a suitab le sheltered place shall  be provided  in 	
 which to 
consume such food or drink.  (H) Except  as pr ovided  in subsections (D)  and (F), this section shall  not apply to any employ ee covered by a valid collectiv e
bargaini	

ng agreement  if the  agreement expressly  provides f or the  wage s, hours  of wor k, and working conditions  of the  employ ees, 
and  if the  	

agreement  provides  premium  w age  rates  for   all  overtime  hours  work ed  and  a  regular hourly   r ate	
  of   pay  f or  those 
employees of not less than 30 percent more than the state minimum w age. 
(I)	

Notwithstanding  subsection  (H)  above,  where the  e	
 mployer and   a  labor  organization  representing  employ ees of  the
em ploy er  have  entered  into  a  valid  collective  bargaining  agreement  pertaining to the  	
 hours of  work  of the   employ ees, the 
requi	
rement  regarding  the equi valent  of one  (1)  day ?s  rest  in  sev en  (7)  (see  subsection  (F) abov e)  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 b y:
(1) The  United  States  Department  of  Transportation  Code  of  F eder al  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 driv ers. 
(K) If an   employ er appr oves   a  written  request  of an  employ ee to  ma ke	
  up  work  time  that is  or 	 would be lost  as  a  result  of	  a
personal  obligation  of the   employee,  the  hours  of that  ma keup  work  time,  if per formed  in the   same  workw eek in  which  the  wor k 
time  w as  lost,  may  not be  counted  tow ard 	
 computing the total   number  of  hours  work ed in  a  day  f or pu r	 poses of the   overtime 
requirements,  except  f or  hours  in  excess  of 11   hours  of  work  in one   (1)  day  or 40  hours  of 	
work  in one  (1)  workweek.  If an 
employee kno ws in  advance  that he/she will  be	
  requesting makeup 	 time for a personal obligation  that will recur  at a fixed time ov er 
a 	
succession  of  w eek s, the   employ ee  may  request  to ma ke  up  work  time  f or up  to 	
f our  (4)  weeks  in advance;  provided, 
h	
owever,  that  the  mak eup  work  must  be  performed  in  th	
 e  same  week that  the   work  time  w as  lost.  An  employ ee  shall  provide  a 
signed written request f or  each  occasion  that the   employ ee makes   a  request  to	
  ma ke up  work  time  pursuant  to  thi	 s  subsection.

?7 While 
an employe r may  inform  an employe e of  this  ma keup  time  option,  the employe r	  is  prohibited  from  encouraging  or 
otherwise 	
soliciting  an employe e to  request  the employe r	
 ?s appr	 oval to  take  personal  time  off  and make  up	  the  work  hours 
within t he same workwe ek	
 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) Ten dollars and fifty cents ($10.50) per hour for all hours worked, effective January 1, 2017; 
(b) Eleven dollars ($11.00) per hour for all hours worked, effective January 1, 2018;
(c) Twelve dollars ($12.00) per hour for all hours worked, effective January 1, 2019; and
(d) Thirteen dollars ($13.00) per hour for all hours worked, effective January 1, 2020 .
(2) Any employer who employs 25 or fewer employees shall pay to each employee wages not less than the following:
(a) Ten dollars ($10.00) per hour for all hours worked, effective January 1, 2016 through December 31, 2017; 
(b) Ten dollars and fifty cents ($10.50) per hour for all hours worked, effective January 1, 2018 ;
(c) Eleven dollars ($11.00) per hour for all hours worked, effective January 1, 2019; and
(d) Twelve dollars ($12.00) per hour for all hours worked, effective January 1, 2020.   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 nic kel. 
(B) Every  employe r  shall  pay to  each  employee,  on the  established  pay day  for	
 the  period  invo l	ved,  not  less  than the
applicable  minimu m  wage	
   for  all  hours  worke d	  in  the	   payroll  period,  whether  the remu neration  is  measured  by  time,  piece, 
commission, or otherwise.  (C)When  an	
 employe e works a split shift,  one (1) hour	
 ?s pay at the minimu m wage shall  be	 paid in addition  to the minimum
wa ge 	
for that work day, 	
 except when the employee resides at the place of  employment. 
(D) The  pr	
ovisions  of this section shall  not apply to	
 apprentices regularl y indentured under 	the State Division  of	 Apprentice- 
ship Standards.  5.
REPORTING TIME PAY
(A) Each wor kday  an employ ee is required  to report f or work  and does  repor t, but is	
 not put  to work  or is 	fu rnished less  than
half said employ ee?s usual  or scheduled day ?s wor k, the  employ ee shall  be paid f or half  the usual  or scheduled day ?s wor k, b ut  in 
no  ev ent 	
f or  less  than  two  (2)  hours  nor  more  than  four   (4)  hour s, at the   employ ee?s  regular  r ate of  pay,  which  shall  not be  less 
than the mini mum wage. 
(B) If an employ ee is required  to report f or  work a second time  in any  one wor kday  and  is fu r	
nished less  than two (2) hours
of  work  on the second reporting, said employ ee shall be paid f or two (2) hours  at the  employ ee?s regular r ate of	
 pay, which shall 
not be  less than the minimum w age. 
(C) The foregoing reporting time pay provisions are not applicable when: (1) Operations  cannot  commence  or  contin ue due  to  threats  to  employees or   property;  or  when  recommended  by  civil
authorities;  or 
(	
 2)Pu blic utilities fail to supply electr icity, w ater, 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 employ er?s control.
(D) This section shall  not apply to an	
  employee on paid standby status who  is called to	  per form assigned work  at a time other
than the empl oyee? 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 byph
y	
sical  disability  or mental  deficiency  at less than the minim um wage. Such  licenses  shall  be granted only  upon joint 
application  of  employer  and employ ee and empl oyee ?
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  pers ons without requiring individual  licenses  of such employ ees. 
(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 dat e, if under 18 y ears, and designation as a mino r.
(3) Time  records  showing  when  the  employ ee  begins  and 	
 ends  each  work 
pe
ri
od. Meal  periods, split  shift  intervals  and total daily hours work
ed shall also be recorded. Meal  periods during which  operations cease  and authorized rest  periods  need not 
be recorded.  (4)Total w ages paid each payroll  period, including value of board, lodging, or other compensation actually  furnished to
the employee.  (5)Total hours work ed in the payroll  period and applicab le rates of pa y. This information shall  be made readily available
to the empl oyee upon reasona ble request. 
(6) When a piece r ate or incentive plan  is in operation, piece r ates or an explanation  of the incentive plan formula shall  be
provided  to employe es. An accurate production record shall be maintained by  the employer. 
(B) Every  employe r  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  separa tely, 
an	
   itemize d  statement  in  writing 
s	
howing: (1) all deductions; (2)  the inclusive dates of the  period fo r which the employe e is paid; (3) the name  of the employe e or 
the employe e?s social security number; a nd (4) the name of the employer, provided all deductions made o n written orders of the

? 8  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) Clock s shall be provided in all  major  work areas or within reasonable distance thereto insofar as  practicable.8.
CASH SHORTA GE  AND BREAKA GE
No  employ er shall  make any deduction from  the wage  or  require any reimbursement from  an employee for  any cash shor tage,
breakage,  or loss  of equipment, unless  it can  be shown  that  the shor tage, breakage,  or loss  is caused by a dishonest  or wi	
 llful act, 
or by the gross negligence of the employee.  9.
UNIFORMS  AND  EQUIPMENT
(A) When  uniforms   are  required  by  the  employ er to	
  be  worn  by  the  e	 mployee as   a  condition  of  employment,  such  uniforms
shall  be pr ovided  and  maintained  by  the  employer. The  term ?XQLforP?  includes  w earing  apparel  and  accessories  of  distinctiv e 
design or color.  NOTE:  This section shall not apply to protective apparel regulated by the Occupational Safety and Health Standards Board. 
(B) When tools  or equipment are required by  the employ er or  are necessary  to the  per formance  of 	
 a job, such tools  and equip- 
ment  shall  be provided  and  maintained  by  the  employer,  except  that an  employ ee  w	
 hose  wages  are  at  least  two  (2)  times  the 
minim um  wage  provided  herein  may  be  required  to provide  and  maintain  hand  tools and  equipment  customar ily  r	
 equired  by  the 
tr ade  or  craft. This  subsection  (B)  shall  not  apply to  apprentices  regular ly  i	
 ndentured 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 reasonab le deposit may  be required as s	
 ecurity for the  return  of the  items  furnished by  the employ er under  pr ovisions of
subsections (A) and (B) of this section upon issuance of a receipt to the empl oy ee for such deposit. Such deposits shall be made 
pursuant  to Section  400 and 	
 following of the  Labor  Code  or an employ er with  the 	 prior written authorization  of the  em	 ployee ma y 
deduct  from  the  employ ee?s  last  check  the  cost  of an  item  furnished  pursuant  to  (A) and 	
(B)  above in the   event  said  item  is  not 
retu	
r ned.  No  deduction shall be made  at any time f or normal w ear and  tea r. All items  furnished by  the e	
 mployer shall  be retur ned 
by	
 the employ ee upon completion of the jo b. 10.
MEALS AND LODGING
(A) ?0HDO?  means an adequate , well-balanced serving of a variety of wholesome , nutritious f oods	
 .
(B) ?/RGJLQJ?  means  living  accommodations  availab le to  the   employ ee	
   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  minim um  wage  without  a  voluntary  written  agreement  betw	
 een the
em plo	
y er  and  the  employee. When  credit  f or  meals  or  lodging  is  used to  meet  par	
t  of the   employ er?s  minim um  wage  obligation, 
the amounts so credited may not be more than the following:  (D) Meals  evaluated 
as part  of the   minim um  wage  must  be bona   fide  meals  consistent  with  the  employ ee?s  work  shift.
Dedu	

ctions shall not be made for meals not received or lodging not used. 
(E) If,  as a condition  of employment,  the employ ee  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 employ er shall employ any person f or a work period of  more than 	
 five (5) hours without a meal period of  not less than
30  minute s, except  that 	
 when a work period  of not more  than six (6) hours will complete  the d	 ay?s work  the meal  period may  be 
w ai ved  by  mutual consent of the employer and the employee. 
(B) An  employ er  may  not  employ  an  employ ee  for  a  work  period  of  more  than ten   (10)  hours  per  day  without  providing  the
employ ee with a second meal  period of not less  than 30  minutes, except  that if  the  total  hours work ed is  no more than  12 hour s, 
the  s	

econd meal  period may be waived  by m utual consent  of the  employ er and  the employ ee only  if the  first meal  period w as not 
wa ived.  Room
 
occupied
 alone	
  ...........................................................   $51	 .73/
week  $6	
1.13/
week  $56.43/
week 
Room  shared  ...............................	
........................................   $42.70/
week  $	

50.46/
week  $
46	
 .58/
week 
Apartment  — two	

  thirds  (2/3)	
  of the  ordi	nary  rental	 value,  and in no 
event more than   ....................................................	
 ............. 
Where  a couple  are both
  employed  by the	  employer,  two thirds (2/3)  
of the ordinary rental value,  and in no event
  more than ...	 .......
MEALS 
Breakfast  ........................................................................\
....   $3.
98  $4	
 .70
  $4.34 
Lunch  .................................................................................	
  $5.47 
$6	
.47 $5	.97 
Dinner  ............................................................ ....................
  $	

7.
34   $	 8.68  $8.01 
$621.28/
month
  $919.02/
month $677.75/
month
$1086.07/ month
$734

.21/
month
$1002.56/month 
$1002.56/
month
$677.75/
month
$46.58/
week
$56.43/
week
LODGING
  JANUARY 1, 2017
 
26 or More 	

25 or Fewer 
Employees Employees 
EFFECTIVE:
For  an	
  employer  who employs: $
49.38/
week 
$ 40.76	

/
week 
$ 3. 80  
$

5.22  
$7 .09  
$
593.05 /
month
month 
$

877.2
7/$47.03	
 /
week 
$38.82	

/
week 
$3

.62  
$	
4.97  
$6.68  
$564.81
/
month
month 
$835.49
/$	
 51.73/
week 
$4	
2.70/
week 
$3	

.98  
$5.47  
$7.35  
$621

.29/
month
month 
$919.0
4
/$49.38/
week 
$4	

0.76/
week 
$3

.80  
$5

.22  
$7

.01 
$593

.05/
month
month 
$877.2
6/ $4.34
$5.97 $8.01 J
ANUARY 1, 2018
 
26 or More 25 or Fewer  Employees Employees  J
ANUARY
 
 1, 2019
 
26	

 or More 25 or  Fewer 
E

mployees Employees  J
ANUARY 1, 2020  
26 or More 25 or Fewer  E m	
ployees Employees

? 9  (C) Unless 
the  employ ee is  reliev ed of   all  duty  du ring  a  30 mi nute   meal  period,  the  meal  period  shall  be	  considered  an	 ?RQ
GXW\? PHDO  pe	
riod  and  counted  as  time  work ed. An ?RQ  GXW\?   meal  period  shall  be	 pe rmitted  only  when  the  nature  of the   work 
pr events an employ ee	
 from being relieved	 of all duty and when by written agreement betw een the parties an on	-the -job paid meal 
pe	
riod is agreed to. The written agreement shall state that the employee may, in writing, revok e the agreement at any time. 
(D) If an	
 employ er fails  to provide  an	 employ ee a  meal  period  in accordance with  the applicab le pr ovisions  of this order, the
employ er  shall  pay  the  employ ee one  (1)  hour  of  pay  at  the  employ ee?s  regular  r ate of  compensation  f or  each  wor kday  that   the 
meal period is not provided.  (E)In all places  of employment where employ ees are required  to eat  on	
 the  premises, a suitab le place f or that  pu	rpose shall
be designated.  12.
REST PERIODS
(A) Every employ er shall  authorize  and pe	
rmit all employ ees to  take rest  pe	riods, which insof ar as  practicab le shall  be	 in  the
middle  of each work  pe	
riod. The authorized  rest  pe	riod time shall  be	 based on	 the  total hours work ed daily  at the r ate of ten  (10) 
mi nutes  net  rest  time  per  f our  (4)  hours  or  major  fraction  thereof. However,  a  rest  pe	
riod need  not be	 authoriz ed  for   employees 
whose  total daily work time  is less than three  and one-half (3 1
/2 ) 
hour s. Authoriz ed	
 rest period time shall  be	 counted as hours work ed 
for which there shall be no deduction from w ages. 
(B) If an	
  employ er  fails  to provide  an	  employ ee	  a  rest period  in  accordance  with  the  applicab le pr ovisions  of  this  order,  the
employ er  shall  pay  the  employ ee one  (1)  hour of   pay  at  the  employ ee?s  regular  r ate of  compensation  f or  each  wor kday  that   the 
rest period is not provided.  13.
CHANGE ROOMS AND RESTINGFACILITIES
(A) Employers  shall  provide  suitab le lo cker s,  closets,  or equi valent  f or the  sa fekeeping  of  employ HHV? outer   clothing  during
working  hours, and  when  required,  f or  their  work  clothing  du	
ring non-working  hours. When  the  occupation  requires  a  change  of 
clothing,  change  rooms  or  equivalent  space  shall  be	
 pr ovided  in  order  that  employees  may  change  their  clothing  in  reasonable 
privacy and comfor t.	
 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) Suitab le resting facilities shall  be	
 pr ovided  in an	 area separ ate from the toilet rooms and shall  be	 available to employees
du	
ring work hours.  14.
SEATS
(A) All  working  employ ees  shall  be pr ovided  with  suitab le  seats  when  the  nature  of the   work  reasonab ly pe	
rmits  the  use  of
seats.  (B) When employ ees 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 reasonab le 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  employ er  shall  take  all  feasib le  means  to  reduce  such
excessive  heat or humidity  to a  de	
gree  providing reasonab le comfor t.	 Where  the nature  of the  employment requires a temperature 
of  less  than 60°  F.,	
 a  heated room shall  be	 pr ovided  to which employ ees may retire f or 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  du	ring hours
of use. 
(D) F ederal and State energy guidelines shall prevail over any conflicting provision of this section. 16.
ELEVATORS
Adequate  elev ator, escalator  or similar  service consistent with industry-wide standards f or the  nature  of the  process  and the
work performed shall be provided when employees are employ ed 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  en	
forcement  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, El ev ator s, would  not materially  affect  the welfare  or comfort  of employ ees and would work  an	
 undue hardship  on	 the 
employer, ex emption may  be	
 made at the  discretion  of the  Division. Such  exemptions shall  be	 in  writing  to be	 effective  and may be 
revok ed  after  reasonab le  notice  is gi ven  in   writing. Application  f or ex emption  shall  be	
 made  by the  employ er or   by  the  employee 
and/or  the  employ ee	
?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.

? 10  18.
FILING REPOR TS
(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 pr ovided by law, any employ er 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 employ ee for 	each pay  period during which  the 	 employee was unde	 rpaid in
addition to the amount which is sufficient to recover unpaid w ages. 
(2) Subsequent Violations  ? $100.00 for 	
 each underpaid employ ee for 	each pay  period dur	ing which  the employ ee was
unde	
rpaid in addition to an amount which is sufficient to recover unpaid w ages. 
(3) The affected employee shall receiv e 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 unautho rized  or 	prohibited  by  statute,  the  remaining  provisions 
thereof  shall  not be  affected  thereby,  b ut  shall  continue to  be  given  full  force  and  ef	
fect as if  the  part  so 	held  invalid  or 
unconstitutional had not been included herein.  22.
POSTING OF ORDER
Every employ er shall k eep a copy  of this order posted  in an  area frequented by employ ees where  it may  be easily read  during
the  	

wor kday. Where  the location  of work  or other  conditions  make this impractical, every employ er shall k eep a copy  of this order 
and make it available to every employ ee upon request.  Q
UESTIONS AB OUT ENFORCEMENT of  the Industrial 
We lfare  Commission  orders and report s	
 of  violations  s	hould 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 Offic	
e" on the internet or any 
other directory.   The Labor Commissioner  has offices  in the  followi ng 
c	
ities: B akersfield,  El Centro,   Fr esno, L ong Beac	h, Los  Angeles, 
Oak	
land, R edding,  Sacramento, S alinas, San Bern ardino,  San 
Diego,  San Fra ncisco, San J	
ose,  Santa Ana,  Santa Barbara , Santa 
Rosa, Stock ton, Van Nuys.  S	
UMMARIES I
N OTHER L ANGUAGES 
Th e Depar tment o f Industria l Relations will mak e summarie s of wa ge 
and hour requirements in this Or der available in Spanish, Chinese 
and cer tain other langu ages when it is f easible to do so. Mail y our 
request fo r such summaries to the Depart ment at: 
P.O.  Box 420603, Sa n Francisco, CA 94142-0 603. 
RESUMEN EN OTRO S IDIOM	
AS 
El  Depart amento  de Relaciones  Industriales  confeccionará  un  re- 
sumen  sobre los requisitos  de salario  y horario  de esta  Disposición 
en  español,  chino  y algunos  otros idiomas  cuando sea posibl e 
hacerlo.  Envíe  por correo  su pedido  por dicho s resúmenes  al  De- 
part amento a : P.O. Box 420603, S an Francisco, C A 94142-0 603.  Depart
ment of Industrial Relations  
P.O.  Box 420603  
San F rancisco, CA 94 142-0603

Other California Labor Law Posters 5 PDFS

There are an additional 29 optional and mandatory California labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.

Poster Name Poster Type
Mandatory California Law Prohibits Workplace Discrimination and Harassment Workplace Violence Law
Mandatory Notice to Employees - Injuries caused by Work Workers Compensation Law
Mandatory Whistleblower Protections Whistleblower Law
Mandatory Unemployment Insurance Benefits Unemployment Law
Mandatory Paid Sick Leave Sick Leave Law

View all 30 California labor law posters


Get a 2019 California all-in-one labor law poster

Instead of printing out pages of mandatory California and Federal labor law posters, you can purchase a professional, laminated all-in-one labor law poster that guarantees compliance with all California and federal posting requirements. Fully updated for 2019!

Get 2018 All-In-One Poster Now

Poster Sources:

Disclaimer:

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

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