California:

California Printable Free General Labor Law Poster Posters California Industrial Welfare Commission (IWC) Wage Order #2 Personal Services Industry Poster

The Industrial Welfare Commission (IWC) Wage Order #2 Personal Services Industry 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 the personal service industry.

This mandatory notice contains ten pages of information dedicated to the laws of wages, hours, and working conditions in the personal service 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.

It appears you don't have a PDF plugin for this browser. Please see the link below to download california-iwcarticle02.pdf.

OFFICIAL NOTICE  	
INDUSTRIAL  WELFARE COMMISSION 
ORDER  NO. 2-2001  
REGULATING  
WAGES,  HOURS  AND  WORKING  CONDITIONS  IN  THE  	
PERSONAL  SERVICE INDUSTRY  	
Effective January 1, 2001 as  amended 	
 	
Sections 4(A) and 10(C) amended and republished by the Department of  Industrial  
Relations, effective January 1, 2023 , pursuant to SB 3, Chapter 4, Statutes of 2016  and 
section 1182.13 of the Labor  Code  	
 	
This Order  Must  Be Posted  Where  Employees  Can  Read  It  Easily  	
 
 
 
 
 
 
 
 
 
 
 
 
 	
IWC FORM 1102 (Rev.  11/2022 ) 
OSP 06  98760

—	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  personal  service  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 ac tivities 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  that  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 the  workweek	 	
must, first and foremost, be examined and the amount of time the employee spends on such work,  together  	
 	 	
  	 	 	 	 	  	
 	  	 	 	 	
 	 	 	 	 	 	 	 	 	 	 	
 	 	  	 	 	 	  	  	 	 	 	
 	 	 	 	 	 	
INDUSTRIA L  WEL FARE  CO MMISSI ON 
O RDE R  NO.  2-2001  
RE GULATING  
WAGES,  HO URS  AND WORKING  CO NDITIONS  IN  THE  	
PERS	O	N	A	L	 S	E	R	V	IC	E	 IND	U	S	T	R	Y

—	9 	 
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.  
 
 
 	
QUESTIONS ABOUT ENFORCEMENT  of the Industrial	 	
Welfare Commission  orders  and  reports  of  violations  should  be	 	
directed  to the  Labor  Commissioner's  Office. A  listing of  offices  is  on	 	
the  back  of  this  wage  order.  For the  address  and  telephone  number	 	
of the office nearest you, information can be found on the internet  at	 	
http://www.dir.ca.gov/DLSE/dlse.html  or under a search for	 	
"California Labor Commissioner's Office" on the internet or  any	 	
other  directory.  The Labor  Commissioner  has  offices  in  the  following	 	
cities: Bakersfield, El Centro, Fresno, Long Beach, Los  Angeles,	 	
Oakland, Redding, Sacramento, Salinas, San Bernardino,  San	 	
Diego,  San Francisco,  San  Jose,  Santa  Ana, Santa  Barbara,  Santa	 	
Rosa, Stockton, Van  Nuys. 
 
 
 
 
 
 
 
 
 
   
 	
SU MMARIES IN OT HER L ANGUA GES 	
 	  	 	 	 	 	  	 	 	  	 	 	  	 	 	 	 	 	   	  	 	 	 	 	 	 	  	 	 	 	 	 	 	 	 	 	 	
RESUMEN  EN OTROS IDIOMAS

—	10	 	 	
For further information or to file your complaints, visit https://www.dir.ca.gov/dlse/dlse.html	 or  contact the State of California at the following department offices:  	 	California Labor  Commissioner's  Office,  also known  as,  Division  of  Labor  Standards  Enforcement  (DLSE)  	
 	
BAKERSFIELD  
Labor  Commissioner's  Office/DLSE  
7718 Meany  Ave.  
Bakersfield, CA   93308 
661 -587 -3060  
  EL CENTRO  
Labor  Commissioner's  Office/DLSE  
1550 W. Main  St. 
El Centro, CA   92 243 
 760- 353-0607    FRESNO  
Labor  Commissioner's  Office/DLSE  
770 E. Shaw Ave., Suite 222  
Fresno, CA   93710 
559 -244 -5340  
 
LONG  BEACH  
Labor  Commissioner's  Office/DLSE  
300 Oceangate, 3	
rd Floor	 	Long Beach, CA  90802	 	562 -590 -5048    LOS ANGELES  
Labor  Commissioner's  Office/DLSE  
320  W.  Fourth  St.,  Suite  450	
 	Los Angeles,  CA  90013  
213 -620 -6330  
  OAKLAND  
Labor  Commissioner's  Office/DLSE  
1515  Clay Street,  Room  801  
Oakland,  CA  94612  
510 -622 -3273  
  OAKLAND –  HEADQUARTERS  
Labor Commissioner's  Office/	 	DLSE	 
1515  Clay Street,  Room	  1302	  
Oakland, CA  94612  	
510	-285	-2118	 	 	
REDDING  
Labor Commissioner's  Office/DLSE	 	250 Hemsted Drive, 2nd Floor, Suite A	 	Redding, CA   96002 
530 -225 -2655  	
  	SACRAMENTO  
Labor  Commissioner's  Office/DLSE  
2031 Howe Ave, Suite  100 
Sacramento, CA  95825  
916 -263 -1811  	
  	SALINAS  
Labor  Commissioner's  Office/DLSE  
950  E. Blanco  Rd., Suite  204 
Salinas, CA  93901  
831 -443 -3041  	
 	
SAN  BERNARDINO  
Labor  Commissioner's  Office/DLSE	 	464 West 4	th  Street, Room  348	 	San Bernardino, CA   92401 
909 -383 -4334  	
  	SAN  DIEGO  
Labor  Commissioner's  Office/DLSE  
7575 Metropolitan  Dr., Room  
210	
  
San Diego, CA   92108 
619 -220 -5451  	
  	SAN  FRANCISCO  
Labor  Commissioner's  Office/DLSE	 	455 Golden Gate Ave. 10	th  Floor	 	San Francisco, CA   94102 
415 -703 -5300   SAN JOSE
 
Labor Commissioner's  Office/DLSE  
100 Paseo De San Antonio, Room  120	
 	San Jose, CA   95113 
408 -277 -1266  	
  	SANTA  ANA 
Labor Commissioner's  Office/DLSE  
 
2 MacArthur Place Suite 800 	 
Santa Ana, CA   92701  
714 -558 -4910  	
  	SANTA  BARBARA  
Labor Commissioner's  Office/DLSE	 	411 E. Canon Perdido,  Room  3	 	Santa Barbara, CA   93101 
805 -568 -1222  	
  	
SANTA  ROSA 
Labor Commissioner's  Office/DLSE  
50 “D”  Street, Suite  360	
 	Santa Rosa, CA  95404	 	707 -576 -2362  	  	STOCKTON  
Labor Commissioner's  Office/DLSE  
31 E. Channel Street, Room  317  
Stockton, CA  95202  
209 -948 -7771  	
  	VAN  NUYS  
Labor Commissioner's  Office/DLSE	 	6150 Van Nuys  Boulevard, Room  206	 	Van Nuys, CA   91401 
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

Get a 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 September 2017!

Get All-In-One Poster Now

More California Labor Law Posters 34 PDFS

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.

California Poster Name Poster Type
Required Workplace Discrimination and Harassment Poster Workplace Violence Law
Required Sexual Harassment Fact Sheet Workers Rights Law
Required Sexual Harassment Facts Poster Workers Rights Law
Required Notice to Employees - Injuries caused by Work Workers Compensation Law
Required Whistleblower Notice Whistleblower Law

List of all 34 California labor law posters


California Labor Law Poster Sources:

Labor Poster Disclaimer:

While Minimum-Wage.org does our best to keep our list of California labor law posters updated and complete, we provide this free resource as-is and cannot be held liable for errors or omissions. If the poster on this page is out-of-date or not working, please send us a message and we will fix it ASAP.

** This Document Provided By Minimum-Wage.org **
Source: http://www.minimum-wage.org/california/labor-law-posters/38-industrial-welfare-commission-iwc-wage-order-2-personal-services-industry