Description
California IWC Wage Order No. 11 – Broadcasting Industry Poster
Help satisfy California workplace posting requirements with the California IWC Wage Order No. 11 – Broadcasting Industry Poster. This 18 x 24-inch notice explains important wage, hour, overtime, meal period, rest period, and working-condition requirements for employees covered by California Industrial Welfare Commission Wage Order No. 11.
California employers must determine which Industrial Welfare Commission Wage Order applies to their employees and post the applicable order in an area frequented by employees where it can be easily read during the workday.
What Is California IWC Wage Order No. 11?
IWC Wage Order No. 11-2001 regulates wages, hours, and working conditions for employees in California's Broadcasting Industry.
The order applies to covered employees whether they are paid on a time, piece-rate, commission, or other basis, subject to applicable exemptions and exclusions.
What Is the Broadcasting Industry?
California defines the Broadcasting Industry as an industry, business, or establishment operated for the purpose of broadcasting or taping and broadcasting programs through the medium of radio or television.
Employers should use this definition when determining whether Wage Order No. 11 applies rather than assuming that every business producing audio or video content is part of the Broadcasting Industry.
What Types of Businesses May Be Covered by Wage Order 11?
Depending on the employer's actual operations, Wage Order No. 11 may apply to employees working for businesses such as:
- Radio broadcasting stations
- Television broadcasting stations
- Businesses producing and broadcasting radio programs
- Businesses taping and broadcasting television programs
- Other establishments operated for radio or television broadcasting
Does Wage Order 11 Cover Podcasts?
Not necessarily. California's Wage Order No. 11 definition specifically refers to broadcasting or taping and broadcasting programs through radio or television.
A business that produces podcasts, streaming media, internet-only programming, or other digital content should not automatically assume that Wage Order No. 11 applies. The employer should evaluate its actual operations and employee occupations to determine which California Wage Order provides the appropriate coverage.
Broadcasting vs. Motion Picture Industry
Wage Order No. 11 should also be distinguished from Wage Order No. 12 – Motion Picture Industry.
Wage Order No. 11 covers radio and television broadcasting as defined by the order, while Wage Order No. 12 covers employees in motion picture and television production and businesses primarily allied with theatrical, television, or motion picture productions.
Employers involved in television production and broadcasting should evaluate their actual business operations and the work employees perform before determining which Wage Order applies.
What Workplace Rules Does Wage Order 11 Cover?
California IWC Wage Order No. 11 addresses numerous wage-and-hour and working-condition requirements for covered broadcasting employees, including:
- Hours and days of work
- Overtime compensation
- Alternative workweek schedules
- Minimum wages
- Reporting time pay
- Split shifts
- Payroll and employment records
- Cash shortages and breakage
- Uniforms and equipment
- Meals and lodging
- Meal periods
- Rest periods
- Seats
- Temperature
- Elevators
- Exempt employee classifications
- Other working conditions addressed by the order
California Minimum Wage and Wage Order 11
California's statewide minimum wage is updated separately from the underlying IWC industry Wage Orders. Broadcasting employers should comply with the current California Minimum Wage Order and determine whether a local ordinance or other applicable law establishes a higher minimum wage.
Employers should display the current California Minimum Wage notice together with the applicable IWC industry or occupation Wage Order.
Overtime Under IWC Wage Order 11
Wage Order No. 11 contains California overtime requirements for covered nonexempt employees.
Generally, covered employees may be entitled to overtime compensation at one and one-half times their regular rate of pay for applicable hours worked over eight hours in a workday, over 40 hours in a workweek, and for the first eight hours worked on the seventh consecutive day of work in a workweek.
Applicable hours worked over 12 in a workday and over eight hours on the seventh consecutive day can require double-time compensation.
Alternative Workweek Schedules
Wage Order No. 11 contains provisions allowing qualifying employees to work an approved alternative workweek schedule when California's applicable election, scheduling, and other requirements are satisfied.
A properly adopted alternative workweek may permit regularly scheduled workdays of up to 10 hours within a 40-hour workweek without daily overtime for those regularly scheduled hours, subject to applicable requirements.
Meal Period Requirements
Wage Order No. 11 contains meal period requirements for covered employees. In general, covered employees may not be employed for a work period of more than five hours without receiving a meal period, subject to applicable exceptions and waiver provisions.
A second meal period may also be required when an employee works more than 10 hours in a workday, subject to applicable California requirements.
Rest Period Requirements
Covered nonexempt employees are generally entitled to authorized and permitted rest periods based on the total hours worked.
Employers should ensure that broadcasting employees receive applicable rest periods and that workplace policies accurately reflect current California requirements.
Reporting Time Pay
Wage Order No. 11 contains reporting time pay requirements that can apply when an employee reports for a scheduled workday but is provided less than the required amount of work.
Broadcasting employers should review these requirements when employee schedules, production schedules, programming needs, or other operational circumstances result in shortened or canceled shifts.
Split Shift Requirements
A split shift is a work schedule interrupted by unpaid, non-working periods established by the employer other than bona fide meal or rest periods.
Wage Order No. 11 contains requirements concerning additional compensation for split shifts in applicable circumstances.
Uniforms, Tools and Equipment
Wage Order No. 11 contains requirements concerning uniforms, tools, and equipment required for work.
When an employer requires a uniform as a condition of employment, applicable California requirements generally place responsibility for providing and maintaining the uniform on the employer.
The order also addresses employer responsibilities involving tools and equipment required or necessary for employees to perform their work.
Suitable Seating
Wage Order No. 11 contains requirements concerning suitable seating for employees.
When the nature of an employee's work reasonably permits the use of a seat, suitable seats must be provided. When work requires standing, appropriate seating generally must be placed in reasonable proximity to the work area for employees to use when performing their duties does not require standing.
Does Wage Order 11 Apply to Exempt Employees?
Wage Order No. 11 contains exemptions from certain sections for employees who satisfy California's requirements for executive, administrative, or professional exemptions.
Whether an employee qualifies as exempt depends on actual job duties, compensation, and other applicable requirements. A broadcasting job title or salaried status alone does not establish an exemption.
Outside Salespersons and Family Members
Wage Order No. 11 excludes outside salespersons from the provisions of the order.
The order also excludes an individual who is the employer's parent, spouse, child, or legally adopted child.
Employers should distinguish these Wage Order exclusions from other California or federal employment requirements that may independently apply.
Where Must IWC Wage Order 11 Be Posted?
California requires employers subject to Wage Order No. 11 to keep the applicable Wage Order posted in an area frequented by employees where it can be easily read during the workday.
Depending on the broadcasting operation, appropriate locations may include:
- Employee break rooms
- Employee bulletin boards
- Radio station employee areas
- Television station employee areas
- Production and control room employee areas
- Employee entrances
- Time-clock areas
- Human Resources areas
- Other conspicuous employee locations
When the location of work or other conditions make posting impractical, the employer should maintain the applicable Wage Order so employees can readily review it as required by California law.
Is California IWC Wage Order No. 11 Required?
Yes, when Wage Order No. 11 applies to the employer's employees. California employers must maintain the applicable Industrial Welfare Commission Wage Order where employees can review their wage, hour, and working-condition rights.
The Wage Order should be maintained together with other applicable California and federal workplace notices.
How Do I Know Whether Wage Order 11 Applies?
Wage Order No. 11 generally applies when the employer operates a business or establishment for broadcasting or taping and broadcasting programs through radio or television.
Employers should evaluate:
- The employer's primary business operations
- Whether programming is broadcast through radio or television
- Whether the business produces content without broadcasting it
- The employee's actual duties
- Whether another industry or occupation Wage Order applies
- Whether an applicable exemption or exclusion applies
IWC Wage Order No. 11 Poster Specifications
- 18"W x 24"H
- Portrait orientation
- Printed in full color
- Laminated with high-quality laminate
- Available in English and Spanish
- California Broadcasting Industry Wage Order
California Labor Law and Compliance Resources
Labor Law Compliance Center provides employers with California labor law posters, IWC Wage Orders, city and local workplace notices, specialty postings, and compliance resources throughout the United States. Browse our California IWC Wage Orders or visit our California Labor Law Posters page for additional California workplace posting requirements and compliance products.