Source: https://govt.westlaw.com/calregs/Document/IF28F3460D47F11DE8879F88E8B0DAAAE?viewType=FullText&originationContext=documenttoc&transitionType=CategoryPageItem&contextData=%28sc.Default%29
Timestamp: 2020-07-02 12:17:53
Document Index: 49909882

Matched Legal Cases: ['§ 11160', '§ 11160', '§ 11160', '§ 11160', '§ 7025', '§ 4571', '§ 750', '§ 541', '§ 541', '§ 7025', '§ 18', '§ 4571', '§ 750', '§ 1285', '§ 200', '§ 12940', '§ 1810', '§ 513', '§ 551', '§ 514', '§ 512', '§ 11160', '§ 11160']

§ 11160. Wages, Hours and Working Conditions for Certain On-Site Occupations in the Constructio...
8 CA ADC § 11160BARCLAYS OFFICIAL CALIFORNIA CODE OF REGULATIONS
Article 16. on-Site Occupations
8 CCR § 11160
§ 11160. Wages, Hours and Working Conditions for Certain On-Site Occupations in the Construction, Drilling, Logging and Mining Industries.
1. Applicability of Order This order shall apply to all persons employed in the on-site occupations of construction, including, but not limited to, work involving alteration, demolition, building, excavating, renovation, remodeling, maintenance, improvement, and repair work, and work for which a contractor's license is required by the California Business and Professions Code Division 3, Chapter 9, §§ 7025 et seq .; drilling, including but not limited to, all work required to drill, establish, repair, and rework wells for the exploration or extraction of oil, gas, or water resources; logging work for which a timber operator's license is required pursuant to California Public Resources Code §§ 4571 through 4586; and, mining (not covered by Labor Code § 750 et seq. ), including all work required to mine and/or establish pits, quarries, and surface or underground mines for the purposes of exploration, or extraction of nonmetallic minerals and ores, coal, and building materials such as stone and gravel, whether paid on a time, piece rate, commission, or the basis, except that:
(3) To the extent that there is no conflict with California law 1, the duties that meet the test of the administrative, and executive exemptions are defined as set forth in the following sections of the Code of Federal Regulations as they existed as of the date of this Wage Order: 29 C.F.R. §§ 541.1(a)-(c), 541.102, 541.104, 541.105, 541.106, 541.108, 541.109, 541.111, 541.115, and 541.116 (defining executive duties); 29 C.F.R. §§ 541.2(a)-(c), 541.201, 541.205, 541.208, and 541.210 (defining administrative duties).
(4) For the purposes of this section, “full-time employment” means employment in which an employee is employed for forty (40) hours per week.
(A) “Alternative Workweek Schedule” means any regularly scheduled workweek proposed by an employer who has control over the wages, hours, and working conditions of the employees, and ratified by an employee work unit in a neutral secret ballot election, that requires an employee to work more than eight (8) hours in a twenty-four (24) hour period.
(C) “Construction Occupations” mean all job classifications associated with construction, including but not limited to, work involving alteration, demolition, building, excavation, renovation, remodeling, maintenance, improvement, and repair work by the California Business and Professions Code, Division 3, Chapter 9, §§ 7025 et seq ., and any other similar, or related occupations, or trades.
(E) “Drilling Occupations” mean all job classifications associated with the exploration, or extraction of oil, gas, or water resources work including, but not limited to, the installation, establishment, reworking, maintenance or repair of wells and pumps by boring, drilling, excavating, casting, cementing and cleaning for the extraction or conveyance of fluids such as water, steam, gases, or petroleum.
(F) “Emergency” means an unpredictable or unavoidable occurrence at unscheduled intervals requiring immediate action.
(G) “Employ” means to engage, suffer, or permit to work.
(H) “Employee” means any person employed by an employer.
(I) “Employer” means any person as defined in § 18 of the Labor Code, who directly or indirectly, or through an agent, or any other person, employs, or exercises control over the wages, hours, and/or working conditions of any person.
(J) “Hours worked” 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.
(K) “Logging Occupations” mean any work for which a timber operator's license is required pursuant to California Public Resources Code §§ 4571-4586, including the cutting, or removal, or both of timber, or other solid wood forest products, including Christmas trees, from timberlands for commercial purposes, together with all the work that is incidental thereto, including, but not limited to, construction and maintenance of roads, fuel breaks, firebreaks, stream crossings, landings, skid trails, beds for the falling of trees, and fire hazard abatement.
(L) “Mining Occupations” mean miners, and other associated and related occupations (not covered by Labor Code §§ 750 et seq .) required to engage in excavation or operations above or below ground including work in mines, quarries, or open pits, used for the purposes of exploration or extraction of nonmetallic minerals and ores, coal, and building materials, such as stone, gravel, and rock, or other materials intended for manufacture or sale, whether paid on a time, piece rate, commission, or other basis.
(M) “Minor” means, for the purposes of this Order, any person under the age of eighteen (18) years as defined by Labor Code §§ 1285 to 1312 and 1390-1399.
(N) “Outside Salesperson” means any person, 18 years of 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. An “outside salesperson” does not include an employee who makes deliveries or service calls for the purpose of installing, replacing, repairing, removing, or servicing a product.
(O) “Primarily” means more than one-half the employee's work time.
(P) “Regularly Scheduled Workweek” means a schedule where the length of the shift and the number of days of work are predesignated pursuant to an alternative workweek schedule.
(Q) “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.
(R) “Wages” are as defined by California Labor Code § 200.
(S) “Workday or day” means any consecutive twenty-four (24) hours beginning at the same time each calendar day.
(T) “Workweek or week” means any seven (7) consecutive day, starting with the same calendar day each week. “Workweek” is a fixed, and regularly recurring period of 168 hours, seven (7) consecutive 24-hour periods.
(U) “Work Unit” means all nonexempt employees of a single employer within a given craft who share a common work site. A work unit may consist of an individual employee as long as the criteria for an identifiable work unit in this subsection is met.
(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 who 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 1/2) times such employee's regular rate of pay for all hours in the workweek. 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:
(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 an excess of eight (8) hours on the seventh (7th) consecutive day of work in any workweek.
(c) The overtime rate of compensation to be paid to a nonexempt full-time salaried employee shall be computed by using one-fortieth (1/40) of the employee's weekly salary as the employee's regular hourly rate of pay.
(1) No employer, who has control over the wages, hours, and working conditions of employee's, shall be deemed to have violated the provisions of Section 3, Hours and Days of Work, by instituting, pursuant to the election procedures set forth in this Order, a regularly scheduled alternative workweek pursuant to the following conditions:
(a) The alternative workweek schedule shall provide for work by the affected employees of no longer than ten (10) hours per day within a 40-hour workweek without the payment to the affected employees of an overtime rate of compensation pursuant to this section.
(b) An affected employee working longer than eight hours but no more than ten (10) hours in a day pursuant to an alternative workweek schedule adopted pursuant to this section shall be paid an overtime rate of compensation of not less than one and one-half (1 1/2) times the regular rate of pay of the employee for any work in excess of the regularly scheduled hours established by the alternative workweek agreement and for any work in excess of forty (40) hours per week.
(c) An overtime rate of compensation of not less than double the employee's regular rate of pay shall be paid for any work in excess of twelve (12) hours per day and for any work in excess of eight hours on those days worked beyond the regularly scheduled workdays established by the alternative workweek agreement.
(d) An employer shall not reduce an employee's regular rate of hourly pay as a result of the adoption, repeal or nullification of an alternative workweek schedule.
(e) An employer shall make a reasonable effort to find a work schedule not to exceed eight hours in a workday to accommodate any effected employee who was eligible to vote in an election authorized by this section and who is unable to work the alternative schedule established as the result of that election. Employees affected by a change in work hours resulting from the adoption of an alternative workweek schedule shall not be required to work those new work hours for at least thirty (30) days after the announcement of the final results of the election.
(f) An employer shall be permitted, but not required, to provide a work schedule not to exceed eight hours in a workday to accommodate any employee who was hired after the date of the election and who is unable to work the alternative schedule established as the result of that election.
(g) An employer shall explore any available reasonable alternative means of accommodating the religious beliefs or observance of an affected employee that conflicts with an adopted alternative workweek schedule, in the manner provided by Government Code § 12940(j).
(h) Notwithstanding paragraph (B)(1), subparagraphs (a)-(c), for employees working in offshore oil and gas production, drilling, and servicing occupations, as well as for employees working in onshore oil and gas separation occupations directly servicing offshore operations, an alternative workweek schedule may authorize work by the affected employees of no longer than twelve (12) hours per day within a 40-hour workweek without the payment to the affected employees of an overtime rate of compensation. Employees working pursuant to an alternative workweek schedule adopted pursuant to this section shall be paid an overtime rate of compensation of no less than two (2) times their regular rate of pay in excess of the regularly scheduled hours established by the alternative workweek agreement, and for one and one-half (1 1/2) times their regular rate of pay for any work in excess of forty (40) hours per week. The other provisions of this section, including those governing elections, shall apply to these occupations.
(i) In no case shall an alternative workweek requiring more than eight (8) hours of work in a day be utilized on a public works contract in violation of Labor Code §§ 1810-1815.
Election procedures for the adoption or repeal of alternative workweek schedules require the following:
(3) Prior to the secret ballot vote, any employer who proposes to institute an alternative workweek schedule shall make a disclosure in writing to the affected employees, including the effects of the proposed arrangement on the employees' wages, hours, and benefits. Such a disclosure shall include meeting(s), duly noticed, held at least fourteen (14) days prior to voting, for the specific purpose of discussing the effects, of the alternative workweek schedule. An employer shall provide the disclosure in a non-English language, as well as in English, if at least five (5) percent of the affected employees primarily speak that non-English language. Notices shall be mailed to the last known address of all employees in the work unit in accordance with provision (2) above. Failure to comply with this paragraph shall make the election null and void.
(6) If the number of employees that are employed for at least 30 days in the work unit that adopted an alternative workweek schedule increases by 50% above the number who voted to ratify the employer proposed alternative workweek schedule, the employer must conduct a new ratification election pursuant to the rules contained in subsection (C).
(E) Nondiscrimination. No employee shall be terminated, disciplined or otherwise discriminated against for refusing to work more than seventy-two (72) hours in any workweek, except in an emergency as defined in Section 2(H), above.
(F) Make-up 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 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 day or forty (40) hours of work in one 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 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 section. 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 section. (See Labor Code § 513.)
(G) One Day's Rest in Seven. 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) Collective Bargaining Agreements.
(1) Subsections A, B, C, D, and E of Section 3, Hours and Days of Work, 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. (See Labor Code § 514)
(2) Subsection F, of Section 3, Hours and Days of Work, shall apply to any employee covered by a valid collective bargaining agreement unless the collective bargaining agreement expressly provides otherwise.
(A) When the employer requires uniforms to be worn by the employee as a condition of employment, such uniforms shall be provided and maintained by the employer. The term “uniform” includes wearing apparel and accessories of distinctive design or color.
(B) “Lodging” means living accommodations available to the employee for full-time occupancy which are adequate, decent, and sanitary according to the usual and customary standards. Employees shall not be required to share a bed.
Room occupied alone:
Apartment two-thirds (2/3) of
281.20 per month
the ordinary rental value, and
in no event more than:
two-thirds (2/3) of the ordinary
rental value, and in no event
(D) Unless the employee is relieved of all duty during a thirty (30) minute meal period, the meal period shall be considered an “on duty” meal period and counted as time worked. An “on duty” meal period shall be permitted only when the nature of the work prevents the employee from being relieved of all duty and when, by written agreement between the parties, an on-the-job paid meal period is agreed to and complies with Labor Code § 512.
Where practicable and consistent with applicable industry-wide standards, adequate elevators, escalators, or similar service consistent with industry-wide standards for the nature of the process and the work performed, shall be provided, when employees are employed sixty (60) feet or more above or below ground level. This section shall not exceed regulations promulgated by the Occupational Safety and Health Board.
16. Filing Reports (See Labor Code, Section 1174(a)).
(1) Initial Violation -$50.00 for each underpaid employee for each pay period during which the employee was underpaid in addition to an amount which is sufficient to recover underpaid 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 underpaid wages.
1. Labor Code Section 515(e) requires that an employee be “primarily” engaged in exempt work, which means “more than one-half of the employee's work time. Thus the “primary duty” test set forth in federal regulations does not apply.
1. New section filed 2-8-2001; operative 1-1-2001 pursuant to Government Code section 11343.4. Submitted to OAL for printing only pursuant to Labor Code section 517 (Register 2001, No. 6).
2. New article 16 heading filed 1-4-2002; operative 1-1-2001. Submitted to OAL for printing only pursuant to Labor Code section 517 (Register 2002, No. 1).
8 CCR § 11160, 8 CA ADC § 11160