California Industrial Welfare Commission (IWC) Wage Order #17 Miscellaneous Employees Poster
The Industrial Welfare Commission (IWC) Wage Order #17 Miscellaneous Employees is a California general labor law poster poster provided for businesses by the California Department Of Industrial Relations. This notification is required for some employers, such as employers in miscellaneous industries.
This mandatory notice contains ten pages of information dedicated to the laws of wages, hours, and working conditions in the miscellaneous industry. All ten pages are required to be posted. The notice includes information relative to applicability and exemption of the order, legal definitions, hours and days of work definitions, minimum wages, reporting procedures, disability clauses, records procedures, rest and recover periods, and overall satisfactory working conditions required by the state of California.
OFFICIAL NOTICE INDUSTRIAL WELFARE COMMISSION ORDER NO. 17 -2001 REGULATING WAGES, HOURS AND WORKING CONDITIONS IN THE MISCELLANEOUS EMPLOYEES Effective January 1, 2002 as amended Please refer to IWC Order MW-2023 regarding application of the mandatory minimum wage and meal and lodging credits This Order Must Be Posted Where Employees Can Read It Easily IWC FORM 1117 (Rev. 11-2022) OSP 06 98775 — 4 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 r esults 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. (G) 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. (H) Employers shall not intimidate or coerce employees to vote either in support of or in opposition to a proposed alternative workweek. No employees shall be discharged or discriminated against for expressing opinions concerning the alternative work - week 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 subsection shall be subject to Labor Code Section 98 et seq. 6. MINORS 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 distr icts about any required work permits. 7. COLLECTIVE BARGAINING AGREEMENTS (A) Sections 4 and 5 of this order 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. (B) Notwithstanding Section 7(A), 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 Section 5(G) above) shall apply, unless the agreement expressly provides otherwise. 8. MAKEUP TIME 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 workweek. If an employee knows in advance that he/she will be requesting makeup time for a personal obligation that will recur at a fixed time over a 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 section. 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 section. 9. 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 w hen 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 hour s, 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) 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. 10. PENALTIES In addition to any other civil or criminal penalty 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: (A) 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. (B) Subsequent Violations - $100.00 for each underpaid employee for each pay period during which the employee was under - paid in addition to an amount which is sufficient to recover unpaid wages. (C) The affected employee shall receive payment of all wages recovered. (D) The labor commissioner may also issue citations pursuant to California Labor Code Section 1197.1 for non- payment of — 5 wages for overtime work in violation of this order. 11. 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. 12. POSTING OF ORDER Every employer shall keep a copy of this order posted in an area frequented by employees where it may be easily read during the workday. Where the location of work or other conditions make this impractical, every employer shall keep a copy of this order and make it available to every employee upon request. QUESTIONS ABOUT ENFORCEMENT of the Industrial Welfare Commission orders and reports of violations should be directed to the Division of Labor Standards Enforcement. A listing of the DLSE offices is below on this wage order. Look in the white pages of your telephone directory under CALIFORNIA, State of, Industrial Relations for the address and telephone number of the office nearest you. The Divi - sion has offices in the following cities: Bakersfield, El Centro, Fresno, Long Beach, Los Angeles, Oakland, Redding, Sacramento, Salinas, San Bernardino, San Diego, San Francisco, San Jose, Santa Ana, Santa Barbara, Santa Rosa, Stockton, Van Nuys. SUMMARIES IN OTHER LANGUAGES The Department of Industrial Relations will make summaries of wage and hour requirements in this Order available in Spanish, Chinese and certain other languages when it is feasible to do so. Mail your request for such summaries to the Department at: P.O. Box 420603, San Francisco, CA 94142-0603. RESUMEN EN OTROS IDIOMAS El Departamento de Relaciones Industriales confeccionara un re - sumen sobre los requisitos de salario y horario de esta Disposicion en español, chino y algunos otros idiomas cuando sea posible hacerlo. Envie por correo su pedido por dichos resumenes al Departamento a: P.O. Box 420603, San Francisco, CA 94142- 0603. Department of Industrial Relations P.O. Box 420603 San Francisco, CA 94142- 0603 — 6 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: Division of Labor Standards Enforcement (DLSE) BAKERSFIELD Division of Labor Standards Enforcement 7718 Meany Ave. Bakersfield, CA 93308 661- 587-3060 SACRAMENTO Division of Labor Standards Enforcement 2031 Howe Ave, Suite 100 Sacramento, CA 95825 916-263-1811 SANTA BARBARA Division of Labor Standards Enforcement 411 E. Canon Perdido, Room 3 Santa Barbara, CA 93101 805- 568-1222 EL CENTRO Division of Labor Standards Enforcement 1550 W. Main St. El Centro, CA 92643 760- 353-0607 SALINAS Division of Labor Standards Enforcement 1870 N. Main Street, Suite 150 Salinas, CA 93901 831- 443-3041 SANTA ROSA Division of Labor Standards Enforcement 50 “D” Street, Suite 360 Santa Rosa, CA 95404 707- 576-2362 FRESNO Division of Labor Standards Enforcement 770 E. Shaw Ave., Suite 222 Fresno, CA 93710 559- 244-5340 SAN BERNARDINO Division of Labor Standards Enforcement 464 West 4 th Street Room 348 San Bernardino, CA 92401 909- 383-4334 STOCKTON Division of Labor Standards Enforcement 31 E. Channel Street, Room 317 Stockton, CA 95202 209- 948-7771 LONG BEACH Division of Labor Standards Enforcement 300 Oceangate, 3 rd Floor Long Beach, CA 90802 562- 590-5048 SAN DIEGO 7575 Metropolitan Dr. Room 210 San Diego, CA 92108 619- 220-5451 VAN NUYS Division of Labor Standards Enforcement 6150 Van Nuys Boulevard, Room 206 Van Nuys, CA 91401 818- 901-5315 LOS ANGELES Division of Labor Standards Enforcement 320 W. Fourth St., Suite 450 Los Angeles, CA 90013 213- 620-6330 SAN FRANCISCO Division of Labor Standards Enforcement 455 Golden Gate Ave. 10 th Floor San Francisco, CA 94102 415- 703-5300 OAKLAND – HEADQUARTERS Division of Labor Standards Enforcement 1515 Clay Street, Room 1302 Oakland, CA 94612 510- 285-2118 OAKLAND Division of Labor Standards Enforcement 1515 Clay Street, Room 801 Oakland, CA 94612 510- 622-3273 SAN JOSE Division of Labor Standards Enforcement 100 Paseo De San Antonio, Room 120 San Jose, CA 95113 408 -277 -1266 EMPLOYERS: Do not send copies of your alternative workweek election ballots or election procedures. Only the results of the alternative workweek el ection 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 REDDING Division of Labor Standards Enforcement 250 Hemsted Drive, 2nd Floor, Suite A Redding, CA 96002 530- 225-2655 SANTA ANA Division of Labor Standards Enforcement 2 MacArthur Place, Ste. 800 Santa Ana, CA 92707 714- 558-4910 Prevailing Wage Hotline (415) 703 -4774
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Minimum-Wage.org provides an additional 33 required and optional California labor law posters that may be relevant to your business. Be sure to also print and post all required state labor law posters, as well as all of the mandatory federal labor law posters.
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|Required Whistleblower Notice||Whistleblower Law|
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