Source: http://www.dir.ca.gov/Iwc/Wageorders2003/IWCArticle11.html
Timestamp: 2017-11-25 00:02:50
Document Index: 47717808

Matched Legal Cases: ['§ 541', '§ 541', '§ 515', '§ 541', '§ 1171', '§ 551']

INDUSTRIAL WELFARE COMMISSION ORDER NO. 11-2001 REGULATING WAGES, HOURS AND WORKING CONDITIONS IN THE BROADCASTING INDUSTRY
ORDER NO. 11-2001
1. Applicability of Order. This order shall apply to all persons employed in the broadcasting industry whether paid on a time, piece rate, commission, or other basis, except that:
(A) Provisions of sections 3 through 12 of this 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:
(a) Whose duties and responsibilities involve the management of the enterprise in which he or she is employed or of a customarily recognized department or subdivision thereof, 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. §§ 541.102, 541.104-111, 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.
(1) 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
(2) The performance of functions in the administration of a school system, or educational establishment or institution, or of a department of subdivision thereof; in work directly related to the academic instruction or training carried on therein; 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. §§ 541.201-205, 541.207-208, 541.210, 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 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 times the state minimum wage for full-time employment. Full time employment is defined in Labor Code § 515(c) as 40 hours per week.
(c) Who customarily and regularly exercises discretion and independent judgment in the performance of duties set forth in subparagraph (a) and (b).
(e) Subparagraph (b) above is intended to be construed in accordance with the following provisions of federal law as they existed as of the date of this Order: 29 C.F.R. §§ 541.207, 541.301(a)-(d), 541.302, 541.306, 541.307, 541.308, and 541.310.
(iv) Nothing in this subparagraph shall exempt the occupations set forth in clauses (i), (ii) and (iii) from meeting the requirements of subsection 1(A)(3)(a)  (d), above.
(vi) The employee is an engineer, drafter, machinist, or other professional whose work is highly dependent upon or facilitated by the use of computers and computer software programs and who is skilled in computer-aided design software, including CAD/CAM, but who is not in a computer systems analysis or programming occupation.
(B) Except as provided in Section 1,2,4,10 and 20, the provisions of this order shall not apply to any employees directly employed by the State or the political subdivision, thereof, including any city, county, or special district.
(D) Except as provided in sections 1, 2, 4, 10, and 20, the provisions of this order shall not apply to professional actors.
(E) The provisions of this order shall not apply to outside salespersons.
(F) Provisions of this order shall not apply to any individual who is the parent, spouse, child, or legally adopted child of the employer.
(G) The provisions of this order shall not apply to any individual participating in a national service program, such as AmeriCorps, carried out using assistance provided under Section 12571 of Title 42 of the United States Code. (See Stats. 2000, ch. 365, amending Labor Code § 1171.)
(B) "Broadcasting Industry" means any industry, business, or establishment operated for the purpose of broadcasting or taping and broadcasting programs through the medium of radio or television.
(C)"Commission" means the Industrial Welfare Commission of the State of California.
(I) "Location" means any place other than the studio premises of the employer, at which the employer broadcasts or tapes for broadcast all or a portion of a radio or television program.
(K) "Outside Salesperson" means any person, 18 years if age or over, who customarily and regularly works more than half the working time away from the employers place of business selling tangible or intangible items or obtaining orders or contracts for products, services or use of facilities.
(L) "Primarily" as used in section 1, Applicability, means more than one-half the employees work time.
(M) "Shift" means designated hours of work by an employee, with a designated beginning time and ending time.
(O) "Teaching" means, for the purpose of section 1 of this Order, the profession of teaching under a certificate from the Commission for Teacher Preparation and Licensing or teaching in an accredited college or university.
(Q)"Workday" and "day" mean any consecutive 24-hour period beginning at the same time each calendar day.
(1) The following overtime provisions are applicable to employees eighteen (18) years of age or over and to employees sixteen (16) or seventeen (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 forty (40) hours in any workweek unless the employee receives one and one-half (1 �) times such employees regular rate of pay for all hours worked over forty (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 not less than:
(b) Double the employees regular rate of pay for all hours worked in excess of twelve (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.
(1) No employer shall be deemed to have violated the daily overtime provisions by instituting, pursuant to the election procedures set forth in this wage order, a regularly scheduled alternative workweek schedule of not more than ten (10) hours per day within a forty (40) hour workweek without the payment of an overtime rate of compensation. All work performed in any workday beyond the schedule established by the agreement up to twelve (12) hours a day or beyond forty (40) hours per week shall be paid at one and one-half (1 �) times the employees regular rate of pay. All work performed in excess of twelve (12) hours per day and any work in excess of eight (8) hours on those days worked beyond the regularly scheduled number of workdays established by the alternative workweek agreement shall be paid at double the employees regular rate of pay. Any alternative workweek agreement adopted pursuant to this section shall provide for not less than four (4) hours of work in any shift. Nothing in this section shall prohibit an employer, at the request of the employee, to substitute one day of work for another day of the same length in the shift provided by the alternative workweek agreement on an occasional basis to meet the personal needs of the employee without the payment of overtime. No hours paid at either one and one-half (1 �) or double the regular rate of pay shall be included in determining when forty (40) hours have been worked for the purpose of computing overtime compensation.
(3) If an employer, whose employees have adopted an alternative workweek agreement permitted by this order requires an employee to work fewer hours than those that are regularly scheduled by the agreement, the employer shall pay the employee overtime compensation at a rate of one and one-half (1 �) times the employees regular rate of pay for all hours worked in excess of eight (8) hours, and double the employees regular rate of pay for all hours worked in excess of twelve (12) hours for the day the employee is required to work the reduced hours.
(8) Arrangements adopted in a secret ballot election held pursuant to this order prior to 1998, or under the rules in effect prior to 1998, and before the performance of the work, shall remain valid after July 1, 2000 provided that the results of the election are reported by the employer to the Division of Labor Statistics and Research by January 1, 2001, in accordance with the requirements of Section C below (Election Procedures). If an employee was voluntarily working an alternative workweek schedule of not more than ten (10) hours a day as of July 1, 1999, that alternative workweek schedule was based on an individual agreement made after January 1, 1998 between the employee and employer, and the employee submitted, and the employer approved, a written request on or before May 30, 2000 to continue the agreement, the employee may continue to work that alternative workweek schedule without payment of an overtime rate of compensation for the hours provided in the agreement. An employee may revoke his or her voluntary authorization to continue such a schedule with thirty (30) days written notice to the employer. New arrangements can only be entered into pursuant to the provisions of this section.
(5) Any type of alternative workweek schedule that is authorized by the Labor Code may be repealed by the affected employees. Upon a petition of one-third (1/3) of the affected employees, a new secret ballot election shall be held and a two-thirds (2/3) vote of the affected employees shall be required to reverse the alternative workweek schedule. The election to repeal the alternative workweek schedule shall be held not more than 30 days after the petition is submitted to the employer, except that the election shall be held not less than twelve (12) months after the date that the same group of employees voted in an election held to adopt or repeal an alternative workweek schedule. The election shall take place during regular working hours at the employees work site. If the alternative workweek schedule is revoked, the employer shall comply within sixty (60) days. Upon proper showing of undue hardship, the Division of Labor Standards Enforcement may grant an extension of time for compliance.
(D) One and one-half (1 �) times a minors regular rate of pay shall be paid for all work over forty (40) hours in any workweek except that minors sixteen (16) and seventeen (17) years old who are not required by law to attend school and may therefore be employed for the same hours as an adult are subject to subsection (A) or (B), and (C) above.
(E) An employee may be employed for seven (7) days in one workweek when the total hours of employment during such workweek do not exceed thirty (30) and the total hours of employment in any one workday there of do not exceed sox (6).
(G) The provisions of Labor Code §§ 551 and 552 regarding one (1) days rest in seven (7) shall not be construed to prevent an accumulation of days of rest when the nature of the employment reasonably requires the employee to work seven (7) or more consecutive days; provided, however, that in each calendar month, the employee shall receive the equivalent of one (1) days rest in seven (7).
(H) Except as provided in subsections (D) and (G), this section shall not apply to any employee covered by a valid collective bargaining agreement if the agreement expressly provides for the wages, hours of work, and working conditions of the employees, and if the agreement provides premium wage rates for all overtime hours worked and a regular hourly rate of pay for those employees of not less than thirty (30) percent more than the state minimum wage.
(J) 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 make-up 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 eleven (11) hours of work in one (1) day or forty (40) hours of work in one (1) workweek. If an employee knows in advance that he or she will be requesting make-up 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 make-up work must be performed in the same week that the work time was lost. An employee shall provide a signed written request for each occasion that the employee makes a request to make-up work time pursuant to this subsection. While an employer may inform an employee of this make-up time option, the employer is prohibited from encouraging or otherwise soliciting an employee to request the employers approval to take personal time off and make-up the work hours within the same workweek pursuant to this subsection.
(K) The provisions of this section shall not apply to any person employed as an announcer, news editor, or chief engineer, by a radio or television station in a city or town which has a population of twenty-five thousand (25,000) or less.
(A) Every employer shall pay to each employee wages not less than six dollars and twenty five cents ($6.25) per hour for all hours worked, effective January 1, 2001, and not less than six dollars and seventy five cents ($6.75) per hour for all hours worked effective January 1, 2002 except:
(D) Meals evaluated as part of the minimum wage must be bona fide meals consistent with the employee's work shift. Deductions shall not be made for meals not received nor lodging not used.
(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 thirty (30) minutes except that when a work period of not more than six (6) hours will complete the days work the meal period may be waived by mutual consent of the employer and employee.
(D) 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 work day that the meal period is not provided.
19. Inspection. (See California Labor Code, Section 1174) .
20. Penalties. (See Labor Code, Section 1199)
20. Separability.
21. Posting of Order.