California Industrial Welfare Commission (IWC) Wage Order #5 Public Housekeeping Industry Poster

OFFICIAL NOTICE  	
INDUSTRIAL  WELFARE COMMISSION 
ORDER  NO. 5 -2001  
REGULATING  
WAGES,  HOURS AND WORKING CONDITIONS IN  THE 	
PUBLIC HOUSEKEEPING 
INDUSTRY 	
Effective  July 1, 2002 as  amended 	
 	
Sections 4(A) and 10(C) amended and republished by the Department of  Industrial 
Relations, effective January 1, 202 3, 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 1105 (Rev.  11/2022 ) 
OSP 06  98763

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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  public  housekeeping  industry whether  paid  on  a  time, piece  rate,  
commission,  or  	
other  basis,  except  that:	 	
(A)  	Except  as  provided  in Sections  1,2,4,10,  and 20, the  provisions  of  this  order  shall  not  apply  to  student  nurses  in   a 
school  accredited  by the  California  Board of Registered  Nursing or by  the  Board  of Vocational  Nurse and  Psychiatric  Technician 
Examiners  are  exempted  by  the  provisions  of sections  2789  or 2884  of the  Business  and  Professions  Code;  	
(B) 	Provisions of sections 3 through 12 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  to those  sections:	
 	
(1) 	Executive  Exemption. A  person employed  in an  executive  capacity  means  any  employee:  
(a) 	 Whose duties and responsibilities involv e the management of the enterprise in which he or 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 work 
week 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 employer  or his  employer ’s  customers;   or 
(ii)  	The  performance  of functions  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. 	
 	 	
  	 	 	 	 	 	
 	  	 	 	 	
 	 	 	 	 	 	 	 	 	 	 	 	
 	  	 	 	 	 	  	 	 	 	 	
 	 	 	 	 	 	
INDUSTRIA L  WEL FARE  CO MMISSI ON 
O RDER  N O.  5-2001  
REGULATING  
WAGES,  HO URS  AND WORKING  CO NDITIONS  IN  THE  	
P	U	B	L	IC	 HOU	S	E	K	E	E	PING	 IND	U	S	T	R	Y

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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  
work  week  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  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 employed in a professional capacity means any employee who meets all  of 	
the following  requirements:	 	
(a)  	 Who  is  licensed  or certified  b y 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  p rim arily  engag ed in an  occu pation  co m monly  re cogn iz ed  as a  lear ned  or a rtis tic  profe ssion.  F or  th e 
pur po se s of this  s u b se ction,  	
”learn ed  or  a rti s tic pro fe ssion”  m eans  an  em plo yee  who  is  prim arily  eng aged  in the  perfo rm an ce  o f:  	
(i)   Work  requiring  knowledge  of an  advanced  type in a  field  or  science  or  learning  customarily  acquired by a  
prolonged  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  or iginal  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  
depends  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  e xercises  discretion  and  independent  judgment  in  the  performance  of duties  
set  forth  in  paragraph  (a).	
 	
(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)  abov e is  intended  to be construed  in accordance  with the  following  provisions  of federal  law  
as  they ex isted 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  subsection  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(B)(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 hard	
ware  for computer  operating systems. 
(iii) 	 The employee is highly skilled and is proficient in the theoretical and practical application of highly  
specialized  infor mation  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  hour ly 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

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work ed.  W ith in   th e   h e alth   c a re   indust ry ,   th e  ter m 	”hou rs  w ork	ed”	 m ea ns the t im e d u rin g  w hi ch  an  em plo yee  is  s uf fered  or 
p erm itted  to work  for t he  e m plo ye r,  w hether  or not  re quir ed to  do so,  as int erp reted  in a cco rdanc e w ith the  provi sio ns  of  th e F air  
Lab or Stan dards Act.	
 	
(L) ” Minor ” means,  for  the  purpose  of this  Order,  any  person  under the  age  of  18  years.  
(M) “O	
u ts ide	 S ales person ”	 mea ns	 any	 pe rson,	 1 8	 yea rs	 of age	 or o ve r,	 w ho	 cus to m arily	 and	 regul arly	 w orks	 mo re	 than	 	
hal f	 the	 wo rk ing  tim e	 aw ay	 fr om	 the	 e mp lo ye r’s	 p lace	 of b u siness	 se lling	 tangi ble	 or in tangi ble	 it ems	 or o bta in ing	 o rd ers	 or 	
cont rac ts	 for	 p ro d uc ts ,	 se rv ices  or	 use	 o f fa cilit ie s.	 	
(N)  “Perso nal  a tten dan	t” in clu des  b aby s itters  a nd  mean s a ny p ers on  em plo yed  by a  non -prof it organi za tion  co vered  by thi s 
o rder to  supe rv is e ,   feed  o r   dre ss   a c h ild   or   per so n  w ho   by reas on   of   adv anc ed   age,   phys ic a l   dis abilit y  or   m enta l  defi cienc y  
needs   super vis ion.  The  sta tu s o f 	
”per sonal  a tt endant”  shall  apply w hen  n o  s ignifi cant   a m ount  of  w ork  o ther  than  th e fo regoi ng 
is  requir ed.	
 	
(O) 	“Primarily ” as  used  in Section  1,  Applicability,  means  more  than one-half the  employee’s  work  time.	 	
(P)  ”Public  Housekeeping  Industry”  means  any  industry,  business,  or  establishment  which  provides  meals,  housing,  or  
maintenance services whether operated as a primary business or when incidental to other operations in an establishment not 
covered by  an industry order  of  the  Commission,  and  includes,  but  is  not  limited  to  the  following:	
 	
(1)  Restaurants,  night  clubs,  taverns,  bars,  cocktail  lounges,  lunch  counters,  cafeterias,  boarding  houses, clubs,  
and  all similar  establishments  where  food in either  solid  or  liquid  form  is  prepared  and served  to be  consumed  on the  premises;  
(2)  Catering,  banquet,  lunch  service,  and  similar  establishments  which  prepare  food for consumption  on  or off  the 
premises;  
(3) 	Hotels,  motels,  apartment  houses,  rooming  houses, camps,  clubs,  trailer  parks,  office  or loft  buildings,  and  similar	 	
establishments  offering  rental of  living,  business,  or  commercial  quarters;  
(4) 	
Hospitals,  sanitariums,  rest  homes,  child  nurseries,  child  care  institutions,  homes for  the  aged,  and  similar 
establishments  of fering  	
 board  or lodging  in addition  to  medical,  surgical,  nursing,  convalescent,  aged,  or  child  care;	 	
(5)  Private  schools,  colleges,  or  universities,  and  similar  establishments  which  provide  board or lodging  in addition  to 
educational 	
facilities;	 	
( 6)  Establishments  contracting  for development,  maintenance  or cleaning  of grounds;  maintenance  or cleaning  of facilities  
and/or  
quarters  of  commercial  units  and  living  units;  and	 	
(7)  Establishments  providing  veterinary  or  other  animal  care  services.	 	
(Q) “Shift” 	m eans	 des ig n ated	 h o urs	 of wo rk	 b y	 an	 e mp lo ye e,	 w ith	 a des ignat ed	 beginn ing	 ti m e	 and	 quit ting	 ti m e.	 
(R)  ”Split  shift ” means  a  work  schedule  which is  interrupted  by non- paid non- working  periods established  by the  employer,  other  
than bona  fide rest or  meal  periods.  	
(S) ”T eac hing ”  m eans ,  f o r   th e   pur pos e  o f   s e ctio n   1   o f   th is   O rd e r,   th e   p ro fe ssi on   o f   teac hin g   u nde r  a   c e rtif ic a te   fr om  
th e   Com mis sio n  for  Teacher  Preparation  and Licensing  or teaching  in an  accredited  college or university.  
(T)  ”W	
ages	”  inc lude  a ll  am ou nts   o f  labor   per fo rm ed   b y e m plo yees   o f  eve ry  d escri ption,   w hether  th e a mo unt   is  fixe d  o r 
a sce rta ined  b y the  standard  of time,  task,  piece,  commission  basis,  or  other  method  of calculation.  	
(U) “Work da	y” a nd	 ”day ” me an	 any	 cons ecu tiv e	 2 4-hour	 p eriod	 b e ginn ing	 at t he	 s a me	 time	 eac h	 calend ar	 day.	 
(V)  ”W ork w eek ”  and  ”w eek ”  m ean  any s e ven  (7)  co nse cut iv e  d ays,  sta rti ng  w ith  the  sa m e c a le ndar  d ay e ach  w eek . 
” Wo rk w eek” is  a fixed  and  regularly  recurring  period  of 168  hours,  seven  (7) consecutive  24-hour  periods.	
 	
3.  HOURS AND DAYS  OF WORK  	
(A) 	Daily  Overtime  - General  Provisions  
(1) 	 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 (6)  days in any workweek is  permissible  provided the employee is compensated  for such overtime at not less  
than:  	
(a) 	 One  and  one-half (	11/2)  times  the employee’s  regular  rate  of pay  for  all  hours  worked  in excess  of  eight  
(8)  hours  up  to  and including twelve (12) hours in any  workday, and for the first eight (8) hours  worked on the seventh (7th
) 
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.	
 	
(2) 	  Employees  with  direct  responsibility  for  children  who  are  under  18  years  of  age  or  who  are  not  emancipated  from  
the  foster  care 	
system  and  who,  in either  case,  are  receiving  24 hour  residential  care,  may,  without  violating  any  provision  of this  
section,  be  compensated as  follows:  	
(a) 	 An employee who works in excess of 40 hours in a workweek shall be compensated at one and one- half (1	1/2) 
times  the employee’s  regular  rate  of pay  for  all  hours  over  40  hours  in  the  workweek.  	
(b) 	 An  employee  shall be  compensated  at two  (2)  times  the employee’s  regular  rate  of  pay  for  all  hours  in  excess 
of  48  hours  	
in the  workweek.

—	13	 	
 	 	 	
 
 
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  	
100 Paseo De San Antonio, Room	 120	 	San Jose, CA   95113 408-277 -1266  	
 EL CENTRO  
Labor  Commissioner's  Office/DLSE  
1550 W. Main  St. 
El Centro, CA  92243  
922 43	
  	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   9270 7 
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	 	300 Oceangate, 3	rd Floor	 	Labor	 Commissioner's	 Office/DLSE	 	464 West 4	th  Street, Room	 348	 	SANTA	 ROSA	 	Labor 	Commissioner's	 Office/DLSE	 	Long Beach, CA 	 90802	 	San Bernardino, CA 	 92401	 	50 ?D? Street, Suite	 360	 	562	-590	-5048	 	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	 	31 E. Channel Street, Room	 317	 	213	-620	-6330	 	619	-220	-5451	 	Stockton, CA	 95202	 	
 	 	209	-948	-7771	 	
OAKLAND	 	SAN	 FRANCISCO	 	 	Labor	 Commissioner's	 Office/DLSE	 	1515	 Clay	 Street,	 Room	 801	 	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	-622	-3273	 	415	-703	-5300	 	Van Nuys, CA 	 91401	 	
 	 	818	-901	-5315	 	
OAKLAND	 – HEADQUARTERS	 	 	 	Labor	 Commissioner's	 Office/DLSE	 	 	 	1515	 Clay	 Street,	 Room	 1302	 	 	 	Oakland, CA	 94612	 	 	 	510	-285	-2118	 	 	 	[email protected]	 	 	 	
 
 
 
 
 
 
 
 
 	
EMPLOYERS: Do not send copies of your  alternative workweek	 	election ballots or election  procedures.  
Only the  results of the alternative workweek  election	
 	shall be mailed  to: 
 	
 	Department of Industrial  Relations  
Office of Policy, Research and  Legislation 
P.O.  Box 420603  
San Francisco, CA  94142 -0603	
 	(415)  703 -4780  Prevailing Wage Hotline (415)
 703 -4774