California Labor Law FAQs

1) Do I need to post wage orders, and if so, what kind?
All employers regardless of industry must post wage orders from the Industrial Welfare Commission (IWC). These orders regulate wages, working hours and working conditions in specific industries. Your business is either covered by an industry order or an occupational order. Even a business with multiple operations such as a large business or a bank will have only one wage order.

2) Do I need to post a minimum wage labor law poster?
All businesses must post state labor law posters disclosing the current minimum wage, and in cases where employees depend on tips as part of their salary, the current tip minimum wage. These labor law posters must be posted in English, and if workers only speak and read Spanish, that version must also be posted.

3) How often do labor law posters need to be replaced?
Many times businesses are under the impression that state and federal labor law posters need to be replaced every year, but in actuality, they need to be replaced every time the law changes. Labor law posters often change several times throughout the year, so investing in a notification system or periodically checking the Department of Labor’s or Department of Industrial Relations’ websites is a good idea.

4) How must labor law posters be displayed?
Labor law posters must be displayed in common areas and easily accessible to employees. Typically, employers put the posters in break rooms, near water coolers or at the employee exit or entrance. Labor law posters can be filed in a binder in certain situations where there is really not a central office (i.e. agricultural or construction occupations), but employees must know where the binder is located.

5) What happens if I am not in compliance?
The government can at any time do labor law poster checks, and some industries are more heavily watched than others. If you do not post all required documentation, or if you are found to be in violation of compliance, fees can range from a few hundred dollars to thousands of dollars depending on the magnitude. In more serious cases, such as violations of child labor law, business owners can be charged with a misdemeanor. The smartest way to protect yourself is to educate yourself and your employees on all current state and federal labor laws, and to regularly hold safety and training meetings to disseminate this information to staff.