reglab/statecodes huggingface dataset:
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 2 - Industry and Occupation Orders › Article 6 - LAUNDRY, LINEN SUPPLY, DRY CLEANING, AND DYEING INDUSTRY › Section 11060 - Order Regulating Wages, Hours, and Working Conditions in the Laundry, Linen Supply, Dry Cleaning, and Dyeing Industry

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
1. Applicability of Order This order shall
					 apply to all persons employed in the laundry, linen supply, dry cleaning and
					 dyeing 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 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 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 California Labor Code
					 Section
					 515(c)
					 as 40 hours per week.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 2 - Industry and Occupation Orders › Article 7 - MERCANTILE INDUSTRY › Section 11070 - Order Regulating Wages, Hours, and Working Conditions in the Mercantile Industry

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
1. Applicability of
					 Order This order shall apply to all persons employed in the mercantile 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 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 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.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 2 - Industry and Occupation Orders › Article 8 - INDUSTRIES HANDLING PRODUCTS AFTER HARVEST › Section 11080 - Order Regulating Wages, Hours, and Working Conditions in the Industries Handling Products After Harvest

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
1.
					 Applicability of Order This order shall apply to all persons employed in the
					 industries handling products after harvest 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 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 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.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 2 - Industry and Occupation Orders › Article 9 - TRANSPORTATION INDUSTRY › Section 11090 - Order Regulating Wages, Hours, and Working Conditions in the Transportation Industry

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
1.
					 Applicability of Order This order shall apply to all persons employed in the
					 transportation 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 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 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.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 2 - Industry and Occupation Orders › Article 11 - BROADCASTING INDUSTRY › Section 11110 - Order Regulating Wages, Hours, and Working Conditions in the Broadcasting Industry

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
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 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 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 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.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 2 - Industry and Occupation Orders › Article 12 - MOTION PICTURE INDUSTRY › Section 11120 - Order Regulating Wages, Hours, and Working Conditions in the Motion Picture Industry

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
1.
					 Applicability of Order This order shall apply to all persons employed in the
					 motion picture industry, including extra players, teachers, and welfare
					 workers, 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 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 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.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 2 - Industry and Occupation Orders › Article 13 - INDUSTRIES PREPARING AGRICULTURAL PRODUCTS FOR MARKET, ON THE FARM › Section 11130 - Order Regulating Wages, Hours, and Working Conditions in the Industries Preparing Agricultural Products for Market, on the Farm

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
1. Applicability of Order This order shall
					 apply to all persons employed in industries preparing agricultural products for
					 market, on the farm, 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 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 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.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 2 - Industry and Occupation Orders › Article 15 - HOUSEHOLD OCCUPATIONS › Section 11150 - Order Regulating Wages, Hours, and Working Conditions in Household Occupations

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
1. Applicability of
					 Order This order shall apply to all persons employed in household occupations,
					 whether paid on a time, piece rate, commission, or other basis unless such
					 occupation is performed for an industry covered by an industry Order of this
					 Commission, 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 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. §§
															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.
(f) Such an 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.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 3 - REGULATIONS GOVERNING WAGE BOARDS › Article 1 - REGULATIONS GOVERNING WAGE BOARDS › Section 11530 - Definitions

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
As used in these rules:
(a) "Commission" means the Industrial Welfare
					 Commission of the State of California.
(b) "Wage board" means a wage board appointed
					 by the Industrial Welfare Commission pursuant to Sections
					 1178 and
					 1178.5 of the
					 California Labor Code and these rules. Such wage board may consider labor
					 standards other than wages, as directed by the Commission.
(c) "Member" means any chairperson or
					 employer or employee representative on a wage board.
1.
						Redesignation of former Article 17 (Sections
						11530-11538) to Chapter 5, Group 3
						(Article 1, Sections
						11530-11538) filed 3-15-84;
						effective thirtieth day thereafter (Register 84, No. 11). For prior history,
						see Registers 84, No. 6; 75, No. 26; 73, No. 18; 66, No. 29; and 56, No.
						5.
Note: Authority cited: Section
						  1179, Labor
						  Code. Reference: Sections
						  70,
						  1178,
						  1178.5 and
						  1179, Labor
						  Code.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 3 - REGULATIONS GOVERNING WAGE BOARDS › Article 1 - REGULATIONS GOVERNING WAGE BOARDS › Section 11531 - Selection and Appointment of Members

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
(a) Any interested person may submit to the
					 Commission the names of individuals whom that person believes to be qualified
					 to serve as wage board members.
(b)
					 The Commission shall appoint alternates to serve in the event that a vacancy is
					 created by any member's inability to serve, from any cause. Such alternate may
					 be called upon for active service by any Commissioner or staff member
					 designated by the chairperson of the Commission. An alternate member so
					 appointed shall function as if originally appointed.
Note: Authority cited: Section
						  1179, Labor
						  Code. Reference: Sections
						  1178,
						  1178.5, and
						  1179, Labor
						  Code.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 3 - REGULATIONS GOVERNING WAGE BOARDS › Article 1 - REGULATIONS GOVERNING WAGE BOARDS › Section 11532 - Convening of Wage Board

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
(a) The wage board shall meet at the time and
					 place designated by the commission.
(b) At least 30 days prior to the date the
					 wage board first meets, the commission shall publish a notice of the date,
					 time, and place of the first meeting of a wage board in the California
					 Regulatory Notice Register and shall send such notice to each person and
					 organization on its regular mailing list.
(c) The chairperson shall be present at all
					 meetings of the wage board to which he or she is appointed. An alternate
					 chairperson may be designated by the Commission to serve in the event that the
					 chairperson originally appointed is unable to serve.
1.
						Editorial correction of printing errors (Register 91, No.
						32).
Note: Authority cited: Section
						  1179, Labor
						  Code. Reference: Sections
						  1178,
						  1178.5, and
						  1179, Labor
						  Code.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 3 - REGULATIONS GOVERNING WAGE BOARDS › Article 1 - REGULATIONS GOVERNING WAGE BOARDS › Section 11533 - Quorum and Vote

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
(a) Each
					 employer representative and employee representative on the wage board shall
					 have one vote. The chairperson shall not vote but may participate in
					 discussion.
(b) Fifty percent of
					 the appointed voting members on each wage board shall constitute a
					 quorum.
(c) Any recommendation
					 reported by the wage board to the Commission as having been supported by
					 two-thirds of the members of the wage board shall be accompanied by the record
					 of a roll call vote and shall be computed as whole votes totalling not less
					 than 66 
					 2/3 percent
					 of the total number voting members appointed to the wage board.
Note: Authority cited: Section
						  1179, Labor
						  Code. Reference: Sections
						  1178.5,
						  1179 and
						  1182, Labor
						  Code.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 3 - REGULATIONS GOVERNING WAGE BOARDS › Article 1 - REGULATIONS GOVERNING WAGE BOARDS › Section 11534 - Evidence and Argument to Be Submitted to Wage Board

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
(a) Each wage board shall consider such data
					 as is submitted to it by the Commission. Additional information necessary to
					 the deliberations of the wage board shall be furnished by the Commission upon
					 request of the chairperson of the wage board, insofar as feasible. Any
					 documentary material used by the wage board shall become a part of the record
					 and shall be delivered to the Commission with the report of
					 recommendations.
(b) Any interested
					 person may file information or argument in writing with the commission for
					 presentation to the wage board. Any person submitting written materials shall
					 supply copies for each member of the pertinent wage board and ten (10)
					 additional copies for the Commission and staff. Such written material must be
					 received at the Commission office, P.O. Box 603, San Francisco, California,
					 94101, at least fifteen (15) days prior to the first meeting of the wage board
					 as designated in the public notice.
(c) Immediately upon its receipt the
					 Commission shall deliver to the wage board for its consideration all written
					 materials received in accordance with section
					 11534(b).
(d) Oral presentations shall not be accepted
					 from members of the public during wage board conferences. If any wage board, by
					 unanimous vote, determines that oral testimony is necessary to its
					 deliberations, the chairperson may ask the Commission to subpoena a witness, in
					 accordance with Labor Code section
					 1176.
1.
						Editorial correction of printing errors (Register 91, No.
						32).
Note: Authority cited: Sections
						  1173 and
						  1179, Labor
						  Code. Reference: Sections
						  1173,
						  1176,
						  1178,
						  1178.5 and
						  1179, Labor
						  Code.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 3 - REGULATIONS GOVERNING WAGE BOARDS › Article 1 - REGULATIONS GOVERNING WAGE BOARDS › Section 11535 - Scope of Wage Board's Deliberations

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
(a) The Commission shall define the scope of
					 the industry, trade, or occupation to be considered by each wage board. Any
					 person may, at any time, recommend to the Commission that the scope and
					 definition of the industry, trade, or occupation designated by the Commission
					 be enlarged, modified, or restricted.
(b) The wage board shall limit its
					 deliberations to those matters specified by the Commission in its charge to the
					 wage board.
Note: Authority cited: Sections
						  1173 and
						  1179, Labor
						  Code. Reference: Sections
						  1173,
						  1178.5 and
						  1179, Labor
						  Code.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 3 - REGULATIONS GOVERNING WAGE BOARDS › Article 1 - REGULATIONS GOVERNING WAGE BOARDS › Section 11536 - Progress Report to Commission

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
When called upon by the commission, the wage board shall
						furnish reports relating to its activities, and such other information as is
						requested.
Note: Authority cited: Section
						  1179, Labor
						  Code. Reference: Sections
						  1178.5,
						  1180 and
						  1182, Labor
						  Code.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 3 - REGULATIONS GOVERNING WAGE BOARDS › Article 1 - REGULATIONS GOVERNING WAGE BOARDS › Section 11537 - Record and Report of Wage Board

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
(a) The chairperson of each wage board shall
					 submit a written report to the Commission, which shall be the official record
					 of the wage board's proceedings. This record shall include the time and place
					 of all meetings, the members present and participating, the motions, votes and
					 other significant proceedings.
(b)
					 The chairperson's report shall contain recommendations of the wage board on
					 matters referred to the wage board by the Commission, together with statements
					 of the reasons for such recommendations, or alternatively shall include a
					 statement explaining why no recommendation could be made. Any recommendation
					 reported to have been supported by two-thirds of the members shall be recorded
					 as provided in section
					 11533(c) of these
					 rules.
(c) The chairperson shall
					 submit such report to the Commission within 45 days after the wage board's last
					 meeting, and copies of the report shall then be sent by the Commission's office
					 to all members of the wage board.
(d) Members dissenting from the report
					 submitted by the chairperson may collectively or individually submit signed
					 reports stating the reasons for their dissent.
1.
						Editorial correction of printing errors (Register 91, No.
						32).
Note: Authority cited: Section
						  1179, Labor
						  Code. Reference: Sections
						  1178.5,
						  1180 and
						  1182, Labor
						  Code.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 5 - Industrial Welfare Commission › Group 3 - REGULATIONS GOVERNING WAGE BOARDS › Article 1 - REGULATIONS GOVERNING WAGE BOARDS › Section 11538 - Amending Rules and Interpretation of Rules

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
Any question concerning the interpretation of these rules
						and any question of jurisdiction shall, in the event of dispute, be referred to
						the Commission for decision. The Commission may amend, modify, or suspend any
						of the foregoing rules and regulations.
Note: Authority cited: Section
						  1179, Labor
						  Code. Reference: Section
						  1179, Labor
						  Code.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 6 - Division of Labor Standards Enforcement › Subchapter 1 - Child Labor Orders-Prohibited Occupations › Article 1 - Prohibited Occupations › Section 11701 - Prohibited Occupations

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
The following occupations are sufficiently dangerous to
						the lives and limbs and injurious to the health and morals of children under 16
						years of age to justify their exclusion therefrom:
(a) All occupations where such children come
					 in close proximity to moving machinery.
(b) All building or construction work of any
					 kind.
(c) Delivering goods,
					 merchandise, commodities, papers or packages from motor vehicles.
NOTE: Sections
						11701 to
						11705, inclusive, issued under the
						authority contained in Section
						1296, Labor
						Code. Source of Sections
						11701 to
						11705, inclusive, is the Rules and
						Regulations issued by the Division of Labor Law Enforcement.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 6 - Division of Labor Standards Enforcement › Subchapter 1 - Child Labor Orders-Prohibited Occupations › Article 1 - Prohibited Occupations › Section 11702 - NO Child Under 16 Years of Age Shall Work in Prohibited Occupations

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
No child under 16 years of age shall be employed,
						permitted or suffered to work in any of said occupations.
(Child Labor Order No. 1, Effective May 8,
						1928.)
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 6 - Division of Labor Standards Enforcement › Subchapter 1 - Child Labor Orders-Prohibited Occupations › Article 1 - Prohibited Occupations › Section 11703 - Further Prohibited Occupations

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
The following occupations are sufficiently dangerous to
						the lives or limbs or injurious to the health or morals of minors under 16
						years of age to justify their exclusion therefrom:
All occupations in or about any plant manufacturing
						explosives or articles containing explosive components, and all occupations in
						the transportation and sale of explosives or articles containing explosive
						components.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 6 - Division of Labor Standards Enforcement › Subchapter 1 - Child Labor Orders-Prohibited Occupations › Article 1 - Prohibited Occupations › Section 11704 - NO Child Under 16 Years of Age Shall Work in Prohibited Occupations

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
No child under 16 years of age shall be employed,
						permitted or suffered to work in any of said occupations.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 6 - Division of Labor Standards Enforcement › Subchapter 1 - Child Labor Orders-Prohibited Occupations › Article 1 - Prohibited Occupations › Section 11705 - Scope of Regulations and Definitions

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
For the purpose of these regulations the term "minors"
						shall be defined in accordance with Section
						1286(c)
						of the Labor Code; except that, with respect to the number of hours a minor may
						be allowed to work, "minor" shall include those minors under six (6) years of
						age.
1.
						Amendment filed 3-4-86; effective thirtieth day thereafter (Register 86, No.
						10).
Note: Authority cited: Sections
						  55,
						  59,
						  1296 and
						  1398, Labor
						  Code. Reference: Sections
						  1286(c)
						  and
						  1391.2, Labor
						  Code.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 6 - Division of Labor Standards Enforcement › Subchapter 1 - Child Labor Orders-Prohibited Occupations › Article 1 - Prohibited Occupations › Section 11706 - Dangerous Activities and Occupations for Minors Under the Age of Sixteen (16) Years

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
Dangerous activities and occupations for minors under the
						age of sixteen (16) years are determined to be as follows:
(a) Door-to-door selling of newspaper or
					 magazine subscriptions, or of candy, cookies, flowers or other merchandise or
					 commodities, unless the following conditions are met:
(1) Minors so engaged work in pairs, as a
					 team, on the same or opposite side of the street;
(2) Minors so engaged shall be supervised by
					 an adult supervisor for each crew of ten (10) or fewer minors;
(3) Such minors shall be within the sight or
					 sound of the adult supervisor at least once every fifteen (15)
					 minutes;
(4) Such minors shall be
					 returned to their respective homes or places of rendezvous daily after each
					 day's work.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 6 - Division of Labor Standards Enforcement › Subchapter 1 - Child Labor Orders-Prohibited Occupations › Article 1 - Prohibited Occupations › Section 11706.1 - Definition of "Door-to-Door" Selling

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
"Door-to-door" selling within the meaning of Section
						11706 shall include selling by such
						minors, either alone or in pairs or teams, in parking lots, or
						malls.
1. New
						section filed 3-4-86; effective thirtieth day thereafter (Register 86, No.
						10).
Note: Authority cited: Sections
						  55,
						  59,
						  1296 and
						  1311, Labor
						  Code. Reference: Sections
						  1296 and
						  1308(a)(4),
						  Labor Code.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 6 - Division of Labor Standards Enforcement › Subchapter 1 - Child Labor Orders-Prohibited Occupations › Article 1 - Prohibited Occupations › Section 11706.2 - Non-Abridgement of Rights of Regular News Carrier of Newspapers

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
Nothing in Section
						11706 shall prohibit or abridge the
						right of a minor to solicit subscriptions to, or to sell newspapers
						door-to-door, or prohibit or abridge the right of any person to so engage or
						employ a minor when such minor is a regular news carrier of such newspaper and
						delivers such newspaper on a regular basis to an established readership for a
						requested consideration.
1. New
						section filed 3-4-86; effective thirtieth day thereafter (Register 86, No.
						10).
Note: Authority cited: Sections
						  55,
						  59,
						  1296 and
						  1311, Labor
						  Code. Reference: Section
						  1298, Labor
						  Code.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 6 - Division of Labor Standards Enforcement › Subchapter 1 - Child Labor Orders-Prohibited Occupations › Article 1 - Prohibited Occupations › Section 11707 - Further Dangerous Activities for Minors Under the Age of 16

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
Further dangerous activities for minors under the age of
						16 are determined to be as follows:
Working in close proximity to explosives or the
						functioning parts of unguarded and dangerous moving equipment, aircraft or
						vessels, or of functioning blades or propellers.
1. New
						section filed 3-4-86; effective thirtieth day thereafter (Register 86, No.
						10).
Note: Authority cited: Sections
						  55,
						  59,
						  1296 and
						  1311, Labor
						  Code. Reference: Sections
						  1293 and
						  1296, Labor
						  Code.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 6 - Division of Labor Standards Enforcement › Subchapter 2 - Employment of Minors in the Entertainment Industry › Article 1 - Motion Picture Industries › Section 11750 - Scope of Regulations and Definitions

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
(a) For the purpose of these regulations the
					 term "minors" shall be defined in accordance with Section
					 1286(c)
					 of the Labor Code; except that, with respect to the number of hours a minor may
					 be allowed to work, "minor" shall include those minors under six (6) years of
					 age.
1.
						Amendment filed 3-4-86; effective thirtieth day thereafter (Register 86, No.
						10).
Note: Authority cited: Sections
						  55,
						  59 and
						  1311, Labor
						  Code. Reference: Sections
						  1286(c)
						  and
						  1391.2, Labor
						  Code.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 6 - Division of Labor Standards Enforcement › Subchapter 2 - Employment of Minors in the Entertainment Industry › Article 1 - Motion Picture Industries › Section 11751 - Entertainment Industry Defined; Employment of Minors in the Entertainment Industry

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
(a)
					 The Entertainment Industry, hereinafter referred to as the employer, shall be
					 defined as any organization, or individual, using the services of any minor in:
					 Motion pictures of any type (e.g. film, videotape, etc.), using any format
					 (theatrical film, commercial, documentary, television program, etc.) by any
					 medium (e.g. theater, television, videocassette, etc.); photography; recording;
					 modeling; theatrical productions; publicity; rodeos; circuses; musical
					 performances; and any other performances where minors perform to entertain the
					 public.
(b) Any employer in the
					 Entertainment Industry desiring to employ minors in any such work or activity
					 which is not hazardous or detrimental to the health, safety, morals or
					 education of such minors shall make an application to the Division for a Permit
					 to Employ Minors in such work or activity. In determining what is hazardous or
					 detrimental to "morals" within the meaning of these regulations, due regard
					 shall be given to the acts proscribed by Sections
					 311 through
					 314 of the
					 California Penal Code.
1.
						Amendment filed 3-4-86; effective thirtieth day thereafter (Register 86, No.
						10).
Note: Authority cited: Sections
						  55,
						  59 and
						  1398, Labor
						  Code. Reference: Sections
						  1396 and
						  1397, Labor
						  Code.
California Code of Regulations › Title 8 - Industrial Relations › Division 1 - Department of Industrial Relations › Chapter 6 - Division of Labor Standards Enforcement › Subchapter 2 - Employment of Minors in the Entertainment Industry › Article 1 - Motion Picture Industries › Section 11752 - Issuance of Permit to Employ Minor

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
The Division of Labor Standards Enforcement (hereinafter
						called "Division") shall issue a "Permit to Employ Minors" if the conditions as
						to permissible work or activity, as prescribed by Sections
						11701,
						11703,
						11705, and
						11707 of this Article, are
						satisfied.
1.
						Amendment filed 3-4-86; effective thirtieth day thereafter (Register 86, No.
						10).
Note: Authority cited: Sections
						  55,
						  59 and
						  1398, Labor
						  Code. Reference: Sections
						  1396,
						  1397 and
						  1398, Labor
						  Code.