Labor Compliance

​TAKE NOTICE that on April 4, 2016, the Governor of California signed legislation passed by the California Legislature, raising the minimum wage for all industries. (SB 3, Stats of 2016, amending section 1182.12. of the California Labor Code.) and, in 2023, raised the minimum wage payable by certain Fast Food Restaurant employers (AB 1228, Stats. 2023) and Healthcare Facility employers (SB 525, Stats. 2023; SB 828, Stats. 2024; and SB 159, Stats. 2024). Pursuant to its authority under Labor Code section 1182.13, the Department of Industrial Relations amends and republishes Sections 2, 3, and 5 of the General Minimum Wage Order, MW-2025. Section 1, Applicability, and Section 4, Separability, have not been changed. Consistent with these enactments, amendments are made to the minimum wage, and the meals and lodging credits sections of all of the IWC's industry and occupation orders.

This summary must be made available to employees in accordance with the IWC's wage orders. Copies of the full text of the amended wage orders may be obtained by downloading online at https://www.dir.ca.gov/iwc/WageOrderIndustries.htm or by contacting your local Division of Labor Standards Enforcement office.

California Minimum Wage​ - English

Sueldo Mínimo de California - Spanish

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​The California Civil Rights Department (CRD) enforces laws that protect you from illegal discrimination and harassment in employment based on your actual or perceived: Ancestry, Age(40 and above), Color, Disability (physical, developmental, mental health/psychiatric, HIV and AIDS), Genetic Information, Gender Expression, Gender Identity, Marital Status, Medical Condition (genetic characteristics, cancer, or a record or history of cancer), Military or Veteran Status, National Origin (includes language restrictions and possession of a driver's license issued to undocumented immigrants), Race (includes hair texture and hairstyles), Religion (includes religious dress and grooming practices), Reproductive Health Decisionmaking, Sex/Gender (includes pregnancy, childbirth, breastfeeding and/or related medical conditions), Sexual Orientation.

Discrimination & Harassment - English

Discriminacion y el Acoso - Spanish

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Sexual harassment is a form of discrimination based on sex/gender (including pregnancy, childbirth, or related medical conditions), gender identity, gender expression, or sexual orientation. Individuals of any gender can be the target of sexual harassment. Unlawful sexual harassment does not have to be motivated by sexual desire. Sexual harassment may involve harassment by a person of the same gender, regardless of either person’s sexual orientation or gender identity.

Sexual Harassment - English

​​Acoso Sexual - Spanish

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California law provides workplace safety and health protections for workers through regulations enforced by the Division of Occupational Safety and Health (Cal/OSHA). This poster explains some basic requirements and procedures to comply with the state’s workplace safety and health standards and orders. The law requires that this poster be displayed. Failure to do so could result in a substantial penalty. Cal/OSHA standards can be found at www.dir.ca.gov/samples/search/query.htm

Cal/OSHA - English

Cal/OSHA - Spanish

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Your employer is registered with and reporting wages to the Employment Development Department (EDD) as required by law. Wages are used for the following benefit programs, which are available to you.

EDD Insurance - English

Seguro EDD - Spanish

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This employer is registered under the California Unemployment Insurance Code and is reporting wage credits to the Employment

Development Department (EDD) that are being accumulated for you to be used as a basis for Unemployment Insurance benefits.

Employees Unemployment Insurance Benefits - English

Beneficios Del Seguro De Desempleo Para Empleados - Spanish


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You may be entitled to workers’ compensation benefits if you are injured or become ill because of your job. Workers’ compensation covers most work-related physical or mental injuries and illnesses. An injury or illness can be caused by one event (such as hurting your back in a fall) or by repeated exposures (such as hurting your wrist from doing the same motion over and over).

Workers’ Compensation Notice - English

Aviso de Compensación de Trabajadores - Spanish
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It is the public policy of the State of California to encourage employees to notify an appropriate government or law enforcement agency, person with authority over the employee, or another employee with authority to investigate, discover, or correct the violation or noncompliance, and to provide information to and testify before a public body conducting an investigation, hearing or inquiry, when they have reason to believe their employer is violating a state or federal statute, or violating or not complying with a local, state or federal rule or regulation.

Whistleblowers Protection - English

Protección de Denunciantes - Spanish
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POLLS ARE OPEN FROM 7:00 A.M. TO 8:00 P.M.

EACH ELECTION DAY

If you are scheduled to be at work during that time and you do not have sufficient time outside of working hours to vote at a statewide election, California law allows you to take up to two hours off to vote, without losing any pay. You may take as much time as you need to vote, but only two hours of that time will be paid. Your time off for voting can be only at the beginning or end of your regular work shift, whichever allows the most free time for voting and the least time off from your regular working shift, unless you make another arrangement with your employer. If three working days before the election you think you will need time off to vote, you must notify your employer at least two working days prior to the election.

Right to Vote - English

Derecho a Votar - Spanish

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YOUR EMPLOYER* HAS AN OBLIGATION TO

• Reasonably accommodate your medical needs related to pregnancy, childbirth, or related conditions (such as temporarily modifying your work duties, providing you with a stool or chair, or allowing more frequent breaks);

• Transfer you to a less strenuous or hazardous position (if one is available) or duties if medically needed because of your pregnancy;

• Provide you with pregnancy disability leave (PDL) of up to four months (the working days you normally would work in one-third of a year or 17 1/3 weeks) and return you to your same job when you are no longer disabled by your pregnancy or, in certain instances, to a comparable job. Taking PDL, however, does not protect you from non-leave related employment actions, such as a layoff;

• Provide a reasonable amount of break time and use of a room or other location in close proximity to the employee’s work area to express breast milk in private as set forth in the Labor Code; and

• Never discriminate, harass, or retaliate on the basis of pregnancy.

Your Rights and Obligations as a Pregnant Employee - English

Sus Derechos y Obligaciones Como Empleada Embarazada - Spanish
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Under California law, an employee may have the right to take job-protected leave to care for their own serious health condition or a family member with a serious health condition, or to bond with a new child (via birth, adoption, or foster care). California law also requires employers to provide jobprotected leave and accommodations to employees who are disabled by pregnancy, childbirth, or a related medical condition.

Family Care, Medical Leave and Pregnancy Disability Leave - English

Licencia de Cuidado Familiar y Medica, y Licencia de Incapacidad por Embarazo - Spanish
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Emergency Numbers​​

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Payday Notice​​

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​An employee who, on or after July 1, 2015, works in California for 30 or more days within a year from the beginning of employment is entitled to paid sick leave.

• Paid sick leave accrues at the rate of one hour per every 30 hours worked, paid at the employee’s regular wage rate. Accrual shall begin on the first day of employment or July 1, 2015, whichever is later. Accrued paid sick leave shall carry over to the following year of employment and may be capped at 80 hours or 10 days.

• An employer can also provide 5 days or 40 hours, whichever is greater, of paid sick leave "up-front" at the beginning of a 12-month period. No accrual or carry over is required.

• Other accrual plans that meet specified conditions, including PTO plans, may also satisfy the requirements.

Paid Sick Leave - English

Licencia por Enfermedad Remunerada - Spanish
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California law protects transgender and gender nonconforming people from discrimination, harassment, and retaliation at work. These protections are enforced by the civil rights department (CRD)

Transgender Rights in the Workplace - English​

Los Derechos de Los Empleados Transgenero o de Genero no Conforme - Spanish
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