In California, employers are mandated to display various workplace posters, a requirement that is also common in other states. These posters encompass critical information about rights and responsibilities, including wage laws, workplace safety, and anti-discrimination policies. Compliance with these regulations is crucial, as it not only ensures legal adherence but also fosters a transparent and informed workplace, thereby safeguarding both employer and employee interests.
The following state posters are required:
These posters must be displayed in prominent locations within the workplace, such as break rooms or common areas, to ensure they are easily visible to all employees. Regular updates are necessary to ensure compliance with any changes in state laws.
California Required Workplace Posters
Access to Medical Records
Poster Summary
Required for all employers using hazardous or toxic substances.
The "Access to Medical Records" notice informs employees about their right to access and copy their medical records, records of exposure to toxic substances or harmful physical agents, and records of other employees with similar work conditions. It also states that safety data sheets or other information about workplace chemicals or substances are available. The notice specifies the location and the person responsible for providing these records. It references the General Industry Safety Order 3204 and provides contact information for the State of California Department of Industrial Relations Division of Occupational Safety and Health.
Annual Summary of Work: Related Injuries and Illnesses
Poster Summary
Required for all employers with 11 or more employees in the previous year. Employers must post from February 1 to April 30 of the year following the year covered by the work-related injury and illness records.
The Annual Summary of Work-Related Injuries and Illnesses" form is used to summarize information about work-related injuries and illnesses that occurred during the year. It requests the total number of deaths, cases with days away from work, days of job transfer or restriction, and other recordable cases. The form must be posted from February 1 to April 30 of the following year, even if no injuries or illnesses occurred. The establishment information, employment information, and industry description should be provided. The form also reminds employers that employees and their representatives have the right to review certain forms related to work-related injuries and illnesses. The form requires a signature certifying the accuracy of the entries.
California Law Prohibits Workplace Discrimination and Harassment
Poster Summary
Required for all employers.
The "California Law Prohibits Workplace Discrimination and Harassment" notice informs employees about the protections provided by California law against workplace discrimination and harassment.
It lists various protected characteristics, including ancestry, age (40 and above), disability, gender identity, genetic information, marital status, national origin, race, religion, sex/gender (including pregnancy, childbirth, breastfeeding), sexual orientation, and more. The notice outlines the prohibitions against harassment and discrimination based on these characteristics and emphasizes that all employers must take reasonable steps to prevent harassment.
It also discusses reasonable accommodations for religious beliefs, disability, and pregnancy-related conditions, as well as additional protections for individuals with criminal histories and family and medical leave.
The notice explains the remedies available for those who experience discrimination, harassment, or retaliation and provides information on filing a complaint with the Civil Rights Department (CRD).
The notice includes contact information for CRD and highlights the requirement to post this document in various locations.
Emergency Phone Numbers
Poster Summary
Required for all employers.
The "Emergency Phone Numbers" notice provides a list of emergency phone numbers for quick reference. It includes numbers for ambulance, fire and rescue, hospital, physician, alternate contact, police, and Cal/OSHA. The notice states that posting this information is required by Title 8 Section 1512(e) of the California Code of Regulations.
Family Care & Medical Leave & Pregnancy Disability Leave (CFRA)
Poster Summary
Required for all employers with 5 or more employees.
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The notice informs California employees about their rights to job-protected leave under the Family Care & Medical Leave and Pregnancy Disability Leave.
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It explains that employees may be eligible for leave to care for their own or a family member's serious health condition, or to bond with a new child.
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The California Family Rights Act (CFRA) allows for up to 12 work weeks of leave in a 12-month period, with eligibility requirements such as service duration and minimum hours worked.
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The notice also highlights provisions for pregnancy disability leave, emphasizing the right to reinstatement and certification requirements from healthcare providers.
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Advance notice and compliance with notice rules are necessary, and failure to comply may result in deferral of requested leave.
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Contact information for filing complaints with the Civil Rights Department (CRD) is provided, along with CRD's assistance for disabilities.
Farm Labor Contractor: Statement of Pay Rates
Poster Summary
Required for farm labor contractors licensed by the Division of Labor Standards Enforcement (DLSE).
The "Farm Labor Contractor – Statement of Pay Rates" document pertains to the statement of pay rates for farm labor contractors in accordance with California Labor Code Section 1695(7). It includes fields for filling in the name and license number of the contractor, the address, the name and address of the grower, job details such as the crop, beginning date, and field location, as well as the description and wages for different types of work.
Industrial Wage Commission (IWC) Wage Orders
Poster SummarY
Required for all employers – industry specific.
What are IWC Wage Orders?
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These are legally binding regulations in California that cover minimum wage, overtime pay, meal and rest breaks, and other working conditions for various industries and occupations.
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There are 17 different wage orders, each addressing specific sectors like manufacturing, agriculture, restaurants, or professional services.
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The state's minimum wage applies to all industries, but specific wage orders might include additional protections or higher minimums for certain sectors.
Why do you need to post them?
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It's a legal requirement for all California employers with at least one employee to prominently display the applicable wage order in an area easily accessible and readable by employees during the workday.
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This ensures employees are aware of their basic rights and protections under the law.
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Failure to post the wage order can result in penalties, including fines and back pay for employee wage violations.
Not sure which wage order to post?
Download the Wage Order Classification PDF, provided by State of California Dept of Industrial Relations.
Downloads
Wage order 1: Manufacturing Industry
Wage Order 2: Personal Services Industry
Wage Order 3: Canning, Freezing, and Preserving Industry
Wage Order 4: Professional, Technical, Clerical, Mechanical and Similar Occupations
Wage Order 5: Public Housekeeping Industry
Wage Order 6: Laundry, Linen Supply, Dry Cleaning and Dyeing Industry
Wage Order 7: Mercantile Industry
Wage Order 8: Industries Handling Products After Harvest
Wage Order 9: Transportation Industry
Wage Order 10: Amusement and Recreation Industry
Wage Order 11: Broadcasting Industry
Wage Order 12: Motion Picture Industry
Wage Order 13: Industries Preparing Agricultural Products for Market, on the Farm
Wage Order 14: Agricultural Occupations
Wage Order 15: Household Operation
Wage Order 17: Miscellaneous Employees
Minimum Wage
Poster Summary
Required for all employers.
The "California Minimum Wage" poster amends the General Minimum Wage Order and provides information on minimum wage rates in California. The minimum wage effective from January 1, 2024, is set at $16.00 per hour. It specifies different rates for employers with 25 or fewer employees and employers with 26 or more employees.
The notice also includes details on meals and lodging credits and provides the table with specific rates. The document emphasizes that meals or lodging may not be credited against the minimum wage without a voluntary written agreement.
It mentions the applicability of the order, separability provisions, and amendments to the wage orders.
No Smoking Signage
Poster Summary
Required for all employers.
According to California Code of Regulations, Title 8, Section 5148, smoking tobacco products is prohibited in enclosed spaces at workplaces. Employers must take reasonable steps to prevent nonemployees from smoking, including posting signs and requesting refraining from smoking when appropriate. The term "enclosed space" refers to specific areas within a building, while "place of employment" excludes certain locations specified in Labor Code section 6404.5. The definition of "smoking" and "tobacco product" can be found in the Business and Professions Code.
Notice of Inspection by Immigration Agencies
Poster Summary
Employers are required to provide notice to employees of any inspection of I-9 Employment Eligibility Verification forms or other employment records by an immigration agency by posting a notice within 72 hours of receiving the notification of inspection.
According to California Labor Code Section 90.2, employers in California are required to provide notice to their current employees within 72 hours of receiving notice of an inspection of I-9 Employment Eligibility Verification forms or other employment records conducted by an immigration agency.
Notice of Workers’ Compensation Carrier and Coverage
Poster Summary
Required for all employers. Obtained from the employer’s workers’ compensation insurance carrier.
States the name of the employer's current compensation insurance carrier, or the fact that the employer is self-insured. Obtained from the employer's workers' compensation insurance carrier.
Downloads
Notice of Workers’ Compensation Carrier and Coverage provided by your insurance provider.
Notice to Employees: Time Off To Vote
Poster Summary
Required for all employers. No less than 10 days before every statewide election, employers must keep posted conspicuously where it can be seen as employees come or go to their place of work, a notice setting forth the provisions of Cal. Elec. Code § 14000.
According to California law, if you are scheduled to work during the hours polls are open on election day and do not have sufficient time outside of working hours to vote, you are entitled to take up to two hours off to vote without losing any pay. You can take as much time as you need to vote, but only two hours will be paid. This time off can be taken at the beginning or end of your regular work shift, depending on which allows the most free time for voting with the least time off from work, unless you make alternative arrangements with your employer. If you anticipate needing time off to vote, you must notify your employer at least two working days before the election.
This provision aims to provide an opportunity for workers who would otherwise be unable to vote due to their job obligations. Employers must post a notice informing employees of these provisions for taking paid leave for voting in statewide elections, as required by the California Elections Code.
Notice to Employees: Unemployment Insurance, Disability Insurance, and Paid Family Leave
Poster Summary
Required for all employers.
As per the California Unemployment Insurance Code, employers in California are required to register with the Employment Development Department (EDD) and report wage credits for their employees. Unemployment Insurance (UI) provides partial income replacement for individuals who are unemployed or have reduced working hours due to no fault of their own. Employees must meet eligibility requirements, including being available and actively searching for work, in order to claim UI benefits. The fastest way to file a new UI claim is through UI Online, but employees can also file by phone, fax, or mail.
Additionally, Disability Insurance (DI) and Paid Family Leave (PFL) are funded by employees' contributions. DI provides partial wage replacement to eligible individuals who are unable to work due to a non-work-related illness, injury, pregnancy, or disability. PFL offers partial wage replacement to employees who need time off work to care for a seriously ill family member, bond with a new child, or participate in a qualifying military event. Employees must meet specific requirements and filing for DI and PFL claims can be done through SDI Online or by mail.
Employers must provide relevant brochures, such as the Disability Insurance Provisions (DE 2515) and Paid Family Leave (DE 2511), to newly hired employees or those who are eligible for these programs. Employees should consult the provided resources or contact the EDD for more information. Exemption from these insurance programs may apply to certain employees, and making false statements or withholding information to claim benefits is illegal.
Downloads
California Notice to Employees: Unemployment Insurance, Disability Insurance, and Paid Family Leave Poster
California Notice to Employees: Unemployment Insurance, Disability Insurance, and Paid Family Leave Poster - Spanish
The California Notice to Employees: Unemployment Insurance, Disability Insurance, and Paid Family Leave Poster is available in additional languages here
Notice to Employees: Injuries Caused by Work
Poster Summary
Required for all employers.
According to the California Division of Workers' Compensation, workers who sustain job-related injuries or illnesses may be entitled to workers' compensation benefits. Workers' compensation covers most work-related physical or mental injuries and illnesses, whether caused by a single event or repeated exposures. Benefits include medical care, temporary disability benefits, permanent disability benefits, supplemental job displacement benefits, and death benefits. Workers may predesignate their own physician or medical group before any injury or illness occurs, subject to certain requirements.
In the event of an injury, employees should seek medical care, report the injury to their supervisor or employer representative promptly, and see their primary treating physician. Employers may use a medical provider network (MPN) or a health care organization (HCO) for treatment. Employees can obtain information about MPNs or seek assistance from an MPN access assistant. Discrimination against employees for filing a claim or testifying in another person's workers' compensation case is illegal, and if proven, may result in penalties for the employer.
Employees are encouraged to read the information provided by their employer about workers' compensation. They can also contact their employer or the claims administrator (who handles workers' compensation claims for the employer) for more information. Additional resources and assistance can be obtained from the State Division of Workers' Compensation through Information & Assistance Officers or by visiting the DWC website. Making knowingly false or fraudulent statements for the purpose of obtaining or denying workers' compensation benefits is a felony offense. Employees should be aware that injuries resulting from voluntary, off-duty, recreational, social, or athletic activities may not be covered under workers' compensation.
Notice to Employees: Unemployment Insurance Benefits
Poster Summary
Required for all employers.
Under the California Unemployment Insurance Code, employers in California are registered and reporting wage credits to the Employment Development Department (EDD) to accumulate Unemployment Insurance benefits for employees. Employees may be eligible for Unemployment Insurance benefits if they are unemployed, working less than full-time, out of work due to no fault of their own, physically able to work, actively seeking work, and ready to accept employment opportunities.
Employees of educational institutions may not receive Unemployment Insurance benefits based on wages earned during a school recess period if they have reasonable assurance of returning to work at the end of that recess period, according to California Unemployment Insurance Code section 1253.3. However, benefits may be payable during recess periods if the unemployed individual is eligible in all other respects and wages earned from other covered employment are sufficient to establish an Unemployment Insurance claim.
To file for Unemployment Insurance, employees are encouraged to use UI Online at www.edd.ca.gov/UI_Online for the fastest processing. Alternatively, employees can file a claim by calling the toll-free numbers provided. It is important not to delay filing a claim, as waiting could result in delayed benefits. EDD representatives are available between 8 a.m. and 12 noon (Pacific Time) from Monday to Friday for assistance.
Notice: Employee Polygraph Protection Act
Poster Summary
Required for all employers.
The Employee Polygraph Protection Act, enforced by the United States Department of Labor's Wage and Hour Division, prohibits most private employers from requiring or requesting employees or job applicants to take a lie detector test. It also prohibits employers from discharging, disciplining, or discriminating against individuals for refusing to take a test or exercising other rights under the Act.
The law does not apply to Federal, State, and local governments or to certain private individuals engaged in national security-related activities.Exceptions exist for certain prospective employees of security service firms and pharmaceutical manufacturers, distributors, and dispensers. It also allows polygraph testing, subject to restrictions, for employees reasonably suspected of involvement in certain workplace incidents.
Examinees have specific rights, including written notice, the right to refuse or discontinue a test, and protection of test results. Violations can result in court actions, civil penalties, and employees' own court actions. Employers are required to display the poster in a location where employees and job applicants can easily see it.
Operating Rules for Industrial Trucks
Poster Summary
Required for all employers operating forklifts and other types of industrial trucks or tow tractors.
According to the General Industry Safety Orders in California, employers using industrial trucks or industrial tow tractors must enforce a set of operating rules. These rules include specific guidelines for the safe operation of industrial trucks. Key points from these rules include:
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Only authorized and trained drivers should operate industrial trucks.
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Stunt driving and horseplay are prohibited.
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No unauthorized riders should be allowed on vehicles.
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Employees should not ride on the forks of lift trucks.
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Employees should keep their bodies inside the running lines of the truck.
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Employees should not stand, pass, or work under the elevated portion of the truck unless it is effectively blocked.
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Drivers should conduct a pre-shift vehicle check to ensure safety.
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Industrial trucks should not be operated with fuel system leaks.
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Trucks should be operated within authorized or safe speed limits, maintaining a safe distance from other vehicles, and obeying traffic regulations.
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Passing other trucks should be done safely, avoiding blind spots or dangerous locations.
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Drivers should slow down and sound the horn when vision is obstructed at cross aisles.
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Employees should not stand in front of a bench or fixed object while a truck is moving.
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Grades should be ascended or descended slowly, following specific guidelines.
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The forks should be carried as low as possible during truck operation.
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When leaving a truck unattended, brakes should be set, the mast brought to a vertical position, and forks left in the down position.
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Operators should not move a vehicle until certain that all persons are clear.
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Industrial trucks should not be driven onto elevators unless authorized, and safety measures must be followed.
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Floors, platform, and truck trailers should be able to support the loaded vehicle's weight.
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Care should be taken when crossing railroad tracks, maintaining a minimum distance from the centerline and using diagonal crossings when possible.
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Trucks should not exceed the rated capacity.
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Loads should be safely and securely secured on industrial trucks.
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Special precautions should be taken when tilting loads and when using attachments on industrial trucks.
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Operators should comply with specific provisions when using trucks to open or close doors.
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If multiple trucks are lifting loads together, the combined weight should not exceed the rated lifting capacity.
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Operators should use operator restraint systems, such as seat belts, if provided by the truck manufacturer.
These rules aim to ensure the safe operation of industrial trucks and protect employees from potential hazards associated with their use.
Paid Sick Leave
Poster Summary
Required for all employers.
According to the Healthy Workplaces/Healthy Families Act in California, employees who work in California for 30 or more days within a year are entitled to paid sick leave. Paid sick leave accrues at a rate of one hour for every 30 hours worked, beginning on the first day of employment or July 1, 2015, whichever is later. Accrued paid sick leave carries over to the following year, up to a cap of 80 hours or 10 days. Alternatively, employers can provide 5 days or 40 hours of paid sick leave upfront at the beginning of a 12-month period, without accrual or carryover requirements. Other accrual plans that meet specific conditions, such as PTO plans, may also satisfy the requirements.
Employees may use paid sick days starting from the 90th day of employment. They can request paid sick days for their own health conditions, preventive care, or specified purposes related to domestic violence, sexual assault, or stalking for themselves or family members. Employers may limit the use of paid sick days to 40 hours or five days per year of employment.
Retaliation or discrimination against employees who request or use paid sick days is prohibited. Employees can file complaints with the Labor Commissioner against employers engaging in retaliatory or discriminatory practices.
For more information, employees can contact their employer or the local office of the Labor Commissioner, which provides assistance both in person and by telephone.
Employers are required to display this notice where employees can easily read it to inform them of their rights regarding paid sick leave.
Payday Notice
Poster Summary
Required for all employers.
According to the California Labor Code, employers are required to post a Payday Notice in a visible location where employees can easily read it. The notice should specify the regular paydays for employees of the company. This requirement is in accordance with Sections 204, 204A, 204B, 205, and 205.5 of the California Labor Code. The purpose of the Payday Notice is to inform employees about the frequency of payday and ensure compliance with state labor laws.
Pregnancy Disability Leave
Poster Summary
Required for employers with 5 or more employees.
Under California law, pregnant employees have specific rights and obligations. Employers are required to reasonably accommodate medical needs related to pregnancy, provide transfer to less strenuous positions if needed, and offer up to four months of pregnancy disability leave (PDL) for pregnancy-related conditions. Discrimination or harassment based on pregnancy is prohibited. Employees are responsible for giving reasonable notice and providing written medical certification if requested by the employer. PDL can be taken intermittently or on an as-needed basis as determined by the healthcare provider. Employers may require the use of available sick leave during PDL and must continue providing health coverage. Additional leave may be available under the California Family Rights Act (CFRA) for certain circumstances. Employees may file a complaint with the Civil Rights Department if their rights are violated. These protections apply to employers with five or more employees. The terms "child" and "parent" are defined broadly to include various relationships.
Prevailing Wage Rate Determinations
Poster Summary
Required for all employers working under a public works contract. At each job site, the body awarding any contract for public work or otherwise undertaking any public work must post a copy of the prevailing wage determination for each craft, classification, or type of worker needed to execute the contract.
What are PWDs?
PWDs are official documents issued by the California Department of Industrial Relations (DIR) that establish the minimum wage rates that must be paid to workers employed on public works projects. These rates vary depending on the type of work being performed and the location of the project.
Why do you need to post them?
California Labor Code Section 1777 requires employers to display PWDs at all public works project sites within the state. This ensures transparency and allows workers to verify that they are being paid the correct wage.
What do you need to post?
The most recent PWDs: You need to post the current PWDs that apply to the specific work classifications involved in your project.
All classifications and rates: Make sure you post PWDs for all job classifications employed on the project, not just the ones you directly hire. The rates for applicable classifications must be clearly visible.
Location: Post the PWDs in a conspicuous location where all workers on the project site can easily see them. This could be near the time clock, entrance, or break room.
Additional notes:
You must keep PWDs posted throughout the duration of the project.
Penalties for non-compliance can be significant, ranging from $50 to $200 per day for each violation.
Downloads
The California 2023-2 General prevailing wage determinations menu (journeyman) can be found here
The California 2023-2 General prevailing wage apprentice determinations menu can be found here.
Additional information regarding California Prevailing Wage Rate Determinations can be found here.
Safety and Health Protection on the Job
Poster Summary
Required for all employers.
California law provides workplace safety and health protections for workers through regulations enforced by the Division of Occupational Safety and Health (Cal/OSHA). Employers must provide safe and healthful work environments, ensuring compliance with state laws governing job safety and health. Displaying the Safety and Health Protection on the Job poster is required and failure to do so may result in penalties.
Employers must have a written and effective Injury and Illness Prevention Program (IIPP) that meets specific requirements. They must also be aware of workplace hazards, keep records of employee training, and correct hazardous conditions. Reporting of serious injuries, illnesses, or deaths to the local Cal/OSHA district office is mandatory. Employees have the right to file confidential complaints and request workplace inspections if they believe conditions are unsafe. They also have the responsibility to report hazards and obey workplace safety laws. Cal/OSHA conducts inspections, issues citations for violations, and imposes penalties accordingly.
Hazardous substance handling requires additional safety measures, including information on hazardous chemicals, access to safety data sheets, and training on safe usage. Employees have the right to access medical and exposure records. Complaints about unsafe conditions or discrimination can be filed with relevant authorities. Employers are advised to consult Cal/OSHA Consultation Services or a private consultant for more information on workplace safety.
Sexual Harassment
Poster Summary
Required for employers with 5 or more employees.
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. It can happen to individuals of any gender and does not have to be motivated by sexual desire. There are two types of sexual harassment: "quid pro quo" and "hostile work environment." Behaviors that may constitute sexual harassment include unwanted advances, offering employment benefits in exchange for sexual favors, leering, derogatory comments, physical assault, and more. Retaliation against victims or those who complain about harassment is also unlawful.
Employers are responsible for preventing harassment by supervisors or agents and can be held liable for their actions. Personal liability may apply to employees accused of harassment. Employers must take reasonable steps to prevent harassment, including distributing information, posting the CRD employment poster, developing harassment prevention policies, providing complaint processes, training employees, and addressing allegations through fair investigations. Civil remedies for harassment can include damages, reinstatement, back pay, and policy changes.
All employers in California, regardless of the number of employees, are covered by harassment provisions. The Department of Fair Employment and Housing (DFEH) is responsible for accepting complaints of discrimination. Employees or job applicants who believe they have been sexually harassed or retaliated against can file a complaint with DFEH within three years. Assistance is available for individuals with disabilities.
Stop Human Trafficking
Poster Summary
Required for on-sale general public premises licensees under the Alcohol Beverage Control Act, adult or sexually oriented businesses, primary airports, intercity passenger rail or light rail stations, bus stations, truck stops, emergency rooms within general acute care hospitals, urgent care centers, farm labor contractors, privately owned job recruitment centers, roadside rest areas, and businesses or establishments offering massage or bodywork services for compensation.
If you or someone you know is being forced into any kind of activity and cannot leave, such as commercial sex, housework, farm work, construction, factory, retail, restaurant work, or any other activity, it is important to seek help. You can text 233-733 (Be Free) or call the National Human Trafficking Hotline at 1-888-373-7888 or the California Coalition to Abolish Slavery and Trafficking (CAST) at 1-888-KEY-2-FRE(EDOM) or 1-888-539-2373 for assistance and accessible services. Victims of slavery and human trafficking are protected under United States and California law. These hotlines are available 24/7, toll-free, operated by nonprofit organizations, and provide anonymous and confidential support in multiple languages for help, service referrals, training, and general information.
Transgender Rights in the Workplace
Poster Summary
Required for all employers.
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California law protects transgender and gender nonconforming individuals from discrimination, harassment, and retaliation in the workplace.
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Employers with five or more employees are prohibited from refusing to hire or promote someone based on their gender identity or gender expression.
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Harassment by co-workers or third parties that creates a hostile work environment is also prohibited.
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Employees have the right to use restrooms and locker rooms that correspond to their gender identity, and employers should provide accessible, gender-neutral facilities.
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Employees have the right to be addressed by their chosen name and pronouns, regardless of their legal name or gender.
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Employers must enforce dress codes in a non-discriminatory manner and allow employees to dress in accordance with their gender identity and expression.
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During interviews, employers should not ask questions about a person's gender assigned at birth, gender identity, or any gender transition-related history.
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If any violations occur, employees can file a complaint with the Civil Rights Department.
Whistleblower Protections
Poster Summary
Required for all employers.
Whistleblowers in California are protected by law. Employees, including those in public and private sectors, are encouraged to report violations, noncompliance, or unsafe working conditions to appropriate government or law enforcement agencies, supervisors, or colleagues with authority to investigate.
Retaliation against whistleblowers, including through employment termination or adverse changes in working conditions, is prohibited. Employers cannot enforce policies that discourage employees from whistleblowing. Whistleblowers can refuse to participate in activities that would violate laws or regulations without facing retaliation. If retaliation occurs, employers may be required to reinstate employees, provide lost wages, and take corrective actions.
To report violations, individuals can contact the California State Attorney General's Whistleblower Hotline at 1-800-952-5225, and the appropriate government authority will review and potentially investigate the matter.
Workplace Posting for Barbering and Cosmetology Licensees
Poster Summary
Required for all licensed barbers and cosmetologists.
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All workers in California, including barbers and cosmetology licensees, are protected by labor laws and have the right to fair treatment in the workplace regardless of immigration status.
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The Labor Commissioner's Office enforces minimum labor standards and accepts claims irrespective of immigration status, Social Security numbers, or photo identification.
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Misclassification of workers as independent contractors instead of employees can lead to violations of workplace protections and entitlements.
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It is the employer's responsibility to accurately classify workers.
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Employees are entitled to minimum wage, overtime compensation, meal periods, and rest breaks. Employers must pay at least the minimum wage and provide overtime pay for hours worked beyond a certain threshold.
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Employees must have uninterrupted meal periods and paid rest breaks according to specific regulations.
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Employers cannot receive a portion of customer tips and must adhere to tip pooling policies if in place.
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Employees are entitled to reimbursement for job-related expenses and protection from employer retaliation for reporting violations or exercising rights protected by labor laws.
Wage claims, labor law violations, retaliation complaints, and inquiries can be addressed with the Labor Commissioner's Office.
Downloads
California Workplace Posting for Barbering and Cosmetology Licensees
California Workplace Posting for Barbering and Cosmetology Licensees - Spanish
California Workplace Posting for Barbering and Cosmetology Licensees - Korean
California Workplace Posting for Barbering and Cosmetology Licensees -Vietnamese
If you have any issues downloading these posters, they may also be downloaded from the California Department of Industrial Relations and the California Civil Rights Department.
Local Workplace Posters
If your business is in the following jurisdictions, you must also display the following postings.
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Local Jurisdiction |
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Alameda |
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Belmont |
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Berkeley |
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Burlingame |
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Cupertino |
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Daly City |
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East Palo Alto |
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El Cerrito |
Minimum Wage Poster, Paid Sick Leave, and Service Charge Poster |
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Emeryville |
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Emeryville |
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Emeryville |
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Foster City |
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Fremont |
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Half Moon Bay |
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Hayward |
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Los Altos |
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Los Angeles (City) |
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Los Angeles (City) |
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Los Angeles (City Contractors) |
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Los Angeles (Airport Contractors) |
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Los Angeles (City Contractors) |
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Los Angeles (City Hotels) |
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Los Angeles (County) |
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Los Angeles (Unincorporated County) |
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Malibu |
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Menlo Park |
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Milpitas |
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Mountain View |
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Novato |
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Oakland |
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Oakland |
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Palo Alto |
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Pasadena |
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Petaluma |
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Redwood City |
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Richmond |
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San Carlos |
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San Diego |
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San Francisco |
Minimum Wage/Sick Leave/Consideration of Salary History Poster |
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San Francisco |
Family Friendly Workplace and Healthcare Security Ordinance Poster |
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San Francisco |
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San Francisco |
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San Francisco (City Contractors) |
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San Francisco (City Contractors) |
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San Francisco |
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San Francisco |
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San Francisco |
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San Jose |
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San Jose |
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San Leandro |
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San Mateo (City) |
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San Mateo (County) |
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Santa Clara |
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Santa Monica |
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Santa Monica (Hotel Workers) |
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Santa Rosa |
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Sonoma |
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South San Francisco |
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Sunnyvale |
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West Hollywood |
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West Hollywood (Hotel Workers) |
If you have any issues with the linked posters above, please visit UC Berkeley Labor Center, who keeps a list of all California jurisdictions who enforce their own minimum wage standards, here.
Important: Local jurisdictions in California may have additional posting requirements. Employers must contact their local jurisdiction for specifics.
Federal Workplace Posters
Additionally, California employers must display the following federally required posters, which can be downloaded here.
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Private employers, state and local governments, and educational institutions |
Federal Contractors |
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Employee Polygraph Protection Act (EPPA) |
Employee Rights on Government Contracts |
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Employee Rights for Workers with Disabilities/Special Minimum Wage |
Workers Rights Under Davis-Bacon Act |
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E-Verify Participation |
Employee Rights Under the National Labor Relations Act |
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E-Verify Right to Work |
Pay Transparency for Nondiscrimination Provision |
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Fair Labor Standards Act (FLSA) |
Your Rights Under the Energy Reorganization Act |
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Family and Medical Leave Act (FMLA) |
Workers Rights Under Executive Order 13658 |
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Job Safety and Health: It's the Law Workplace |
Workers Rights Under Executive Order 13706 |
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Know Your Rights |
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Your Rights Under USERRA |
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Agricultural employers and farm labor contractors:
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Have Employees in More Than One State?
CLICK ON THE HYPERLINKS TO SEE WHAT IS REQUIRED IN EACH STATE.
This content is owned and provided by Accountingprose LLC “AS IS,” and is intended for informational purposes only. It does not constitute legal, accounting, or tax advice, nor does it create an attorney-client relationship. Because laws are constantly changing, we do not represent or warranty that the content is comprehensive of all applicable laws and regulations, and/or accurate as of the date of use. You are solely responsible for complying with all applicable laws and regulations. Accountingprose LLC expressly disclaims any liability associated with your use of the content, and/or your noncompliance with applicable laws and regulations.
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