Division of Labor Standards Enforcement (DLSE)

<!doctype html>        <html lang="en">  <head> <meta charset="utf-8">   <title>Division of Labor Standards Enforcement (DLSE) </title>   <meta name="Author" content="DIR" /> <meta name="Description" content="" /> <meta name="Keywords" content="" />   <meta charset="utf-8"> <meta name="Author" content="State of California" /> <meta name="Description" content="State of California" /> <meta name="Keywords" content="California, government" /> <meta http-equiv="X-UA-Compatible" content="IE=edge"> <meta name="HandheldFriendly" content="True"> <meta name="MobileOptimized" content="320"> <meta name="viewport" content="width=device-width, initial-scale=1.0, minimum-scale=1.0"> <meta property="og:image" content="https://as-cdt-pub-migr-betaws-ww-p-001-stage.azurewebsites.net/images/social_media_preview_image.png" />  <link href="https://fonts.googleapis.com/css?family=Roboto:400,500,700" rel="stylesheet"> <link href="https://california.azureedge.net/cdt/statetemplate/6.1.0/css/cagov.core.css" rel="stylesheet"> <link href="/css/ca.gov.css" rel="stylesheet" /> <link href="https://california.azureedge.net/cdt/statetemplate/6.1.0/css/colortheme-oceanside.min.css" rel="stylesheet"> <link href="/css/custom.css" rel="stylesheet"> <link rel="stylesheet" type="text/css" href="/css/print.css" media="print">  <script defer crossorigin="anonymous" src="https://alert.cdt.ca.gov"></script>  <script type="text/javascript" src="https://lwda-prod.ochat.osaas.app/embed/DIR-1655436669699"></script> <link rel="apple-touch-icon-precomposed" sizes="100x100" href="/images/apple-touch-icon-precomposed.png"> <link rel="icon" sizes="192x192" href="/images/apple-touch-icon-192x192.png"> <link rel="apple-touch-icon-precomposed" sizes="180x180" href="/images/apple-touch-icon-180x180.png"> <link rel="apple-touch-icon-precomposed" sizes="152x152" href="/images/apple-touch-icon-152x152.png"> <link rel="apple-touch-icon-precomposed" sizes="144x144" href="/images/apple-touch-icon-144x144.png"> <link rel="apple-touch-icon-precomposed" sizes="120x120" href="/images/apple-touch-icon-120x120.png"> <link rel="apple-touch-icon-precomposed" sizes="114x114" href="/images/apple-touch-icon-114x114.png"> <link rel="apple-touch-icon-precomposed" sizes="72x72" href="/images/apple-touch-icon-72x72.png"> <link rel="apple-touch-icon-precomposed" href="/images/apple-touch-icon-57x57.png"> <link rel="shortcut icon" href="/images/apple-touch-icon-57x57.png"> <link rel="apple-touch-icon" href="/images/apple-touch-icon.png"> <link rel="shortcut icon" href="/favicon.ico">       <script async src="https://www.googletagmanager.com/gtag/js?id=UA-3419582-30"></script> <script> window.dataLayer = window.dataLayer || []; function gtag() { dataLayer.push(arguments); } gtag('js', new Date()); gtag('config', 'UA-3419582-2'); //statewide GA property gtag('config', 'UA-3419582-30'); //please update state department UA code in line below before deployment gtag('config', 'UA-5092920-1'); //un-comment line and update UA code to add a third GA property var getOutboundLink = function (url) { gtag('event', 'click', { 'event_category': 'navigation', 'event_label': 'outbound link: ' + url, 'transport_type': 'beacon', 'event_callback': function () { document.location = url; } }); } var trackDownload = function (filename) { gtag('event', 'click', { 'event_category': 'download', 'event_label': 'file: ' + filename, 'transport_type': 'beacon', 'event_callback': function () { document.location = url; } }); } </script>  <script async src="https://www.googletagmanager.com/gtag/js?id=G-75V2BNQ3DR"></script> <script> window.dataLayer = window.dataLayer || []; function gtag() { dataLayer.push(arguments); } gtag('js', new Date()); gtag('config', 'G-69TD0KNT0F'); // statewide GA4 Property ID gtag('config', 'G-9C30LB4KFJ'); // update individual agency GA4 Property ID code before deployment </script>   </head> <body class="two-column">  <style> .utility-header .social-media-links .sm-icons { padding: 6px 0 0 10px; } .utility-header .social-media-links .sm-icons a { margin: 0 0 0 3px; } .utility-header .social-media-links .sm-icons a span[class^="ca-gov-icon-"] { color:#fff !important; } .utility-header .social-media-links .sm-icons a:hover span[class^="ca-gov-icon-"] { color:#fdeabf !important; } </style> <header role="banner" id="header" class="global-header">  <div id="skip-to-content"> <a href="#main-content">Skip to Main Content</a> </div> <div class="utility-header"> <div class="container"> <div class="flex-row"> <div class="social-media-links"> <div class="header-cagov-logo"><a href="https://ca.gov"><span class="sr-only">CA.gov</span> <img src="/images/Ca-Gov-Logo-Gold.svg" class="pos-rel" alt="" aria-hidden="true" /></a> </div> <ul class="sm-icons"> <li><a href="https://www.linkedin.com/company/californiadir"><span class="ca-gov-icon-share-linkedin" aria-hidden="true" title="LinkedIn"></span><span class="sr-only">LinkedIn</span></a></li> <li><a href="https://www.facebook.com/CaliforniaDIR"><span class="ca-gov-icon-share-facebook" aria-hidden="true" title="Facebook"></span><span class="sr-only">Flickr</span></a></li> <li><a href="https://twitter.com/#!/CA_DIR"><img class="x-icon dark-bkg" style="margin-top:-3px;padding-bottom:4px;" src="/images/icons/x-logo-white.png" title="X (Twitter)" /><span class="sr-only">Twitter</span></a></li> <li><a href="http://www.youtube.com/CaliforniaDIR"><span class="ca-gov-icon-youtube" aria-hidden="true" title="YouTube"></span><span class="sr-only">YouTube</span></a></li> <li><a href="https://www.instagram.com/ca_dir/"><span class="ca-gov-icon-instagram" aria-hidden="true" title="Instagram"></span><span class="sr-only">Instagram</span></a></li> </ul>  </div> <div class="settings-links"> <a class="nowrap" class="crowded-link" href="/mediaroom.html" style="padding-top:3px;">Press room</a> <span class="careers"><a class="nowrap" href="/dirjobs/dirjobs.htm">Careers at DIR</a></span> <a class="nowrap" href="/Multilingual/Spanish/index.html">Índice en español</a> <button class="btn btn-sm" style="box-shadow:none;" data-bs-toggle="collapse" data-bs-target="#siteSettings" aria-expanded="false" aria-controls="siteSettings"><span class="ca-gov-icon-gear" aria-hidden="true"></span>Settings</button> <a class="nowrap" style="margin-left:35px;" href="#" data-bs-toggle="modal" data-bs-target="#gt-translate-modal"><span class="ca-gov-icon-globe white"></span> Translate</a> </div> </div> </div> </div>   <div class="site-settings section collapse collapsed" id="siteSettings"> <div class="container p-y"> <div class="settings-bar-buttons"> <div class="btn-group" aria-label="contrastMode"> <button type="button" class="btn btn-default btn-lg bg-transparent bg-s1-hover disableHighContrastMode">Reset</button> </div> <div class="btn-group"><button type="button" class="btn btn-s1 btn-lg brd-s1 enableHighContrastMode">High contrast</button> </div> <div class="btn-group"> <button type="button" class="btn btn-s1 btn-lg brd-s1 increaseTextSize"> <span class="hidden-xs">Increase font size</span> <span class="visible-xs">Font <span class="sr-only">increase</span> <span class="ca-gov-icon-plus-line small" aria-hidden="true"></span> </span> </button> </div> <div class="btn-group"> <button type="button" class="btn btn-s1 btn-lg brd-s1 decreaseTextSize"> <span class="hidden-xs">Decrease font size</span> <span class="visible-xs">Font <span class="sr-only">decrease</span> <span class="ca-gov-icon-minus-line small" aria-hidden="true"></span> </span> </button> </div> <div class="btn-group"> <button type="button" class="btn btn-s1 btn-lg brd-s1 dyslexicFont">Dyslexic font</button> </div> <button type="button" class="close ms-auto" data-bs-toggle="collapse" data-bs-target="#siteSettings" aria-label="Close"> <span aria-hidden="true" class=" ca-gov-icon-close-mark"></span> </button> </div> </div> </div>    <div class="section-default"> <div class="branding"> <div class="header-organization-banner" style="position:relative;"> <div class="test-site-marker"></div> <a href="/" style="border:none;"> <div class="logo-assets"> <img src="/images/template-logo.png" class="logo-img" alt="Calfornia Department of Industrial Relations" /> <div class="logo-text"> <span class="logo-state"></span> <span class="logo-dept"></span> </div> </div> </a> </div> </div> </div>   <div class="mobile-controls"> <span class="mobile-control-group mobile-header-icons">  </span> <div class="mobile-control-group main-nav-icons"> <button class="mobile-control toggle-search"> <span class="ca-gov-icon-search hidden-print" aria-hidden="true"></span><span class="sr-only">Search</span> </button> <button id="nav-icon3" class="mobile-control toggle-menu" aria-expanded="false" aria-controls="navigation" data-bs-toggle="collapse" data-bs-target="#navigation"> <span></span> <span></span> <span></span> <span></span> <span class="sr-only">Menu</span> </button> </div> </div>  <div class="navigation-search full-width-nav container">       <div id="head-search" class="search-container featured-search"> <div class="container"> <form id="Search" class="pos-rel" action="/serp.html"> <span class="sr-only" id="SearchInput">Custom Google Search</span> <input type="text" name="q" aria-labelledby="SearchInput" placeholder="Search" class="search-textfield" /> <button type="submit" class="gsc-search-button"><span class="ca-gov-icon-search" aria-hidden="true"></span><span class="sr-only">Submit</span></button> <div class="close-search-btn"><button class="close-search gsc-clear-button border-0 bg-transparent pos-rel" type="reset"><span class="sr-only">Close</span></button></div> </form> </div> </div>       <nav id="navigation" class="main-navigation dropdown" lang="en"> <ul id="nav_list" class="top-level-nav"> <li class="nav-item"> <a href="/dlse/" class="first-level-link"><br class="show-large-up" />Labor <br class="hide-1280-up hide-small-and-medium" />Law</a> <div class="sub-nav"> <ul class="second-level-nav"> <li class="unit1"> <a href="/dlse/" class="second-level-link">Labor Commissioner's Office</a> </li> <li class="unit1"> <a href="/dlse/Judgment-Enforcement-Unit.html" class="second-level-link">Judgment Enforcement Unit</a> </li> <li class="unit1"> <a href="/dlse/dlseWagesAndHours.html" class="second-level-link">Wages</a> </li> <li class="unit1"> <a href="/dlse/DistrictOffices.htm" class="second-level-link" aria-label="District Offices for DLSE">Offices</a> </li> <li class="unit1"> <a href="/dlse/dlse-bofe.html" class="second-level-link">BOFE</a> </li> <li class="unit1"> <a href="/dlse/DLSE-CL.htm" class="second-level-link">Minors</a> </li> <li class="unit1"> <a href="/dlse/outreach.html" class="second-level-link">Outreach</a> </li> <li class="unit1"> <a href="/dlse/Manual-Instructions.htm" class="second-level-link">Policy</a> </li> <li class="unit1"> <a href="/dlse/DLSE-Databases.htm" class="second-level-link" aria-label="Labor Law Databases">Databases</a> </li> <li class="unit1"> <a href="/dlse/DLSE_OpinionLetters.htm" class="second-level-link">Opinions</a> </li> <li class="unit1"> <a href="/dlse/dlseRetaliation.html" class="second-level-link">Retaliation</a> </li> <li class="unit1"> <a href="/dlse/Training.htm" class="second-level-link" aria-label="DLSE Training">Training</a> </li> <li class="unit1"> <a href="/wpnodb.html" class="second-level-link">Postings</a> </li> <li class="unit1"> <a href="/dlse/Registration_Services.html" class="second-level-link">Registration Services</a> </li> <li class="unit1"> <a href="/Public-Works/PublicWorks.html" class="second-level-link" aria-label="Public Works home page">Public Works</a> </li> <li class="unit1"> <a href="/dlse/ECU/ElectricalTrade.html" class="second-level-link">Electrician Certification</a> </li> </ul> </div> </li> <li class="nav-item"> <a href="/dosh/" class="first-level-link">Cal/OSHA - <br class="hide-small-and-medium" />Safety & Health</a> <div class="sub-nav"> <ul class="second-level-nav"> <li class="unit1"> <a href="/dosh/" class="second-level-link">Cal/OSHA Home</a> </li> <li class="unit1"> <a href="/dosh/consultation.html" class="second-level-link">Consultation</a> </li> <li class="unit1"> <a href="/dosh/Enforcementpage.htm" class="second-level-link">Enforcement</a> </li> <li class="unit1"> <a href="/dosh/HeatIllnessInfo.html" class="second-level-link">Heat Illness Prevention</a> </li> <li class="unit1 linex2"> <a href="/dosh/puborder.asp#IIPP" class="second-level-link">Injury & Illness Prevention Program</a> </li> <li class="unit1"> <a href="/dosh/cal_vpp/vpp_index.html" class="second-level-link">Partnership Programs</a> </li> <li class="unit1"> <a href="/dosh/Payment_options.html" class="second-level-link">Payment Options</a> </li> <li class="unit1 linex2"> <a href="/permits-licenses-certifications.html" class="second-level-link">Permits, Registrations, Certifications, & Licenses</a> </li> <li class="unit1"> <a href="/dosh/PublicSafety.html" class="second-level-link">Public Safety</a> </li> <li class="unit1"> <a href="/dosh/Required-Notifications.html" class="second-level-link">Required Notifications</a> </li> <li class="unit1 linex2"> <a href="/dosh/Worker-Health-and-Safety-in-Wildfire-Regions.html" class="second-level-link">Worker Safety & Health in Wildfire Regions</a> </li> <li class="unit1"> <a href="/wpnodb.html" class="second-level-link">Workplace Postings</a> </li> </ul> </div> </li> <li class="nav-item"> <a href="/dwc/" class="first-level-link"><br class="show-large-up" />Workers' <br class="hide-1280-up hide-small-and-medium" />Comp</a> <div class="sub-nav"> <ul class="second-level-nav"> <li class="unit1"> <a href="/dwc/" class="second-level-link">Workers' Comp Home</a> </li> <li class="unit1"> <a href="/dwc/a_z_index.htm" class="second-level-link">A - Z Index</a> </li> <li class="unit1"> <a href="https://www.dir.ca.gov/DWC/CourtCalendar/CourtCal.asp" class="second-level-link">Court calendar</a> </li> <li class="unit1"> <a href="/dwc/DEU.html" class="second-level-link">Disability Evaluation Unit</a> </li> <li class="unit1"> <a href="/dwc/dir2.htm" class="second-level-link" aria-label="District Offices for Division of Workers' Compensation">District Offices</a> </li> <li class="unit1 linex2"> <a href="/dwc/eams/eams.htm" class="second-level-link">Electronic Adjudication Management System</a> </li> <li class="unit1"> <a href="/dwc/employer.htm" class="second-level-link">Employer Information</a> </li> <li class="unit1"> <a href="/dwc/IMR.htm" class="second-level-link">Independent Medical Review</a> </li> <li class="unit1 linex2"> <a href="/dwc/IandA.html" class="second-level-link">Information and Assistance Unit</a> </li> <li class="unit1"> <a href="/dwc/injuredworker.htm" class="second-level-link">Injured Worker</a> </li> <li class="unit1"> <a href="/dwc/MedicalUnit/imchp.html" class="second-level-link">Medical Unit</a> </li> <li class="unit1 linex2"> <a href="/RTWSP/RTWSP.html" class="second-level-link">The Return-to-Work Supplement Program</a> </li> <li class="unit1"> <a href="/dwc/claims.html" class="second-level-link">UEBTF & SIBTF</a> </li> </ul> </div> </li> <li class="nav-item"> <a href="/osip/" class="first-level-link"><br class="show-large-up" />Self <br class="hide-1280-up hide-small-and-medium" />Insurance</a> <div class="sub-nav"> <ul class="second-level-nav"> <li class="unit1"> <a href="/osip/" class="second-level-link" aria-label="About Self Insurance">Self Insurance Home</a> </li> <li class="unit1"> <a href="/osip/AppRequirements.htm" class="second-level-link" aria-label="About Self Insurance">About</a> </li> <li class="unit1"> <a href="/osip/SelfInsuredEmployers.htm" class="second-level-link" aria-label="Self-insurance information for Employers.">Employers</a> </li> <li class="unit1"> <a href="/osip/SI-groups/index.html" class="second-level-link">Groups</a> </li> <li class="unit1"> <a href="/osip/examination.htm" class="second-level-link">Third Party Administrators</a> </li> <li class="unit1"> <a href="/osip/PublicEntitiesAndJPA.htm" class="second-level-link">Joint Power Authorities</a> </li> <li class="unit1"> <a href="/osip/OSIP-AuditUnit.html" class="second-level-link" aria-label="Self Insurance Audit Unit">Audits</a> </li> <li class="unit1"><a href="/osip/pubandforms.htm" class="second-level-link" aria-label="Forms related to Self-Insurance">Forms</a> </li> <li class="unit1"> <a href="/osip/lawsandregs.htm" class="second-level-link" aria-label="Regulations related to OSIP">Regulations</a></li> <li class="unit1"> <a href="/osip/generalinfo.htm" class="second-level-link" aria-label="Contact Office of Self Insurance">Contact</a> </li> </ul> </div> </li> <li class="nav-item"> <a href="/das/" class="first-level-link"><br class="hide-small-and-medium" />Apprenticeship</a> <div class="sub-nav"> <ul class="second-level-nav"> <li class="unit1"> <a href="/das/" class="second-level-link">Apprenticeship Home</a> </li> <li class="unit1"> <a href="/databases/das/aigstart.asp" class="second-level-link">Apprenticeship Search</a> </li> <li class="unit1"> <a href="/das/publicworks.html" class="second-level-link" aria-label="Public Works apprenticeship requirements">Public Works</a> </li> <li class="unit1"> <a href="/das/ProgramSponsor.htm" class="second-level-link">Sponsors</a> </li> <li class="unit1"> <a href="/databases/das/descOfAppr.html" class="second-level-link">Overview</a> </li> <li class="unit1"> <a href="/das/educators.htm" class="second-level-link">Educators</a> </li> <li class="unit1"> <a href="/das/employers.htm" class="second-level-link" aria-label="Apprenticeship information for employers">Employers</a> </li> <li class="unit1"> <a href="/das/veterans.html" class="second-level-link">Veterans</a> </li> </ul> </div> </li> <li class="nav-item"> <a href="/directors_office.html" class="first-level-link"><br class="show-large-up" />Director's <br class="hide-1280-up hide-small-and-medium" />Office</a> <div class="sub-nav"> <ul class="second-level-nav"> <li class="unit1"> <a href="/directors_office.html" class="second-level-link">Director's Office Home</a> </li> <li class="unit1 linex2"> <a href="/OLA/default.html" class="second-level-link">Office of Legislative and Regulatory Affairs</a> </li> <li class="unit1 linex2"> <a href="/OPRL/Statistics_Research.html" class="second-level-link">Office of the Director - Research</a> </li> <li class="unit1 linex2"> <a href="/Division/Decisions-and-Determinations.html" class="second-level-link">Office of the Director - Decisions and Determinations</a> </li> <li class="unit1"> <a href="/mediaroom.html" class="second-level-link">Press Room</a> </li> <li class="unit1"> <a href="/Public-Works/PublicWorks.html" class="second-level-link" aria-label="Public Works home page">Public Works</a> </li> <li class="unit1"> <a href="/osip/sip.html" class="second-level-link">Self Insurance Plans</a> </li> <li class="unit1"> <a href="/LETF/LETF.html" class="second-level-link">Labor Enforcement</a> </li> <li class="unit1"> <a href="/aboutdir.html" class="second-level-link">About DIR</a> </li> </ul> </div> </li> <li class="nav-item"> <a href="/BoardsAndCommissions.html" class="first-level-link"><br class="hide-small-and-medium" />Boards</a> <div class="sub-nav"> <ul class="second-level-nav"> <li class="unit1 linex2"> <a href="/BoardsAndCommissions.html" class="second-level-link">Boards and Commissions Home</a> </li> <li class="unit1 linex3"> <a href="/chswc/chswc.html" class="second-level-link">Commission on Health and Safety and Workers' Compensation (CHSWC)</a> </li> <li class="unit1 linex2"> <a href="/oshsb/oshsb.html" class="second-level-link"><span style="font-weight:normal">Occupational Safety & Health </span><span style="font-weight:bold; opacity:.85;">Standards Board</span> (OSHSB)</a> </li> <li class="unit1 linex2"> <a href="/oshab/oshab.html" class="second-level-link">Occupational Safety & Health <span style="font-weight:bold;opacity:.85;">Appeals Board</span> (OSHAB)</a> </li> <li class="unit1 linex2"> <a href="/wcab/wcab.htm" class="second-level-link">Workers' Compensation <span style="font-weight:bold;opacity:.85;">Appeals Board (WCAB)</span></a> </li> <li class="unit1"> <a href="/AB1228/AB1228.html" class="second-level-link">Fast Food Council</a> </li> <li class="unit1 linex2"> <a href="/iwc/iwc.html" class="second-level-link">Industrial Welfare Commission (IWC)</a> </li> </ul> </div> </li> </ul> </nav>   </div> </header>   <div id="main-content" class="main-content"> <div class="container p-t-md"> <main class="main-primary" id="main">   <ol class="breadcrumb"> <li><a href="/dlse/">Labor Commissioner's Office</a></li> </ol>    <h1>Vacation</h1> <table> <tr> <td class="c1"></td> <td> <p>There is no legal requirement in California that an employer provide its employees with either paid or unpaid vacation time. However, if an employer does have an established policy, practice, or agreement to provide paid vacation, then certain restrictions are placed on the employer as to how it fulfills its obligation to provide vacation pay. Under California law, earned vacation time is considered wages, and vacation time is earned, or vests, as labor is performed. For example, if an employee is entitled to two weeks (10 work days) of vacation per year, after six months of work he or she will have earned five days of vacation. Vacation pay accrues (adds up) as it is earned, and cannot be forfeited, even upon termination of employment, regardless of the reason for the termination. (S<em>uastez v. Plastic Dress Up</em> (1982) 31 C3d 774) An employer can place a reasonable cap on vacation benefits that prevents an employee from earning vacation over a certain amount of hours. (<em>Boothby v. Atlas Mechanical</em> (1992) 6 Cal.App.4<sup>th</sup> 1595) And, unless otherwise stipulated by a <a href="/dlse/Glossary.asp?Button1=C#collective%20bargaining%20agreement">collective bargaining agreement</a>, upon termination of employment all earned and unused vacation must be paid to the employee at his or her final rate of pay. <a href="http://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=227.3.">Labor Code Section 227.3</a> The California Legislature, in order to ensure that vacation plans were fairly and equitably handled, provided that the Labor Commissioner was to "apply the principles of equity and fairness" in resolving vacation claims.</p> </td> </tr> </table> <table> <tr> <td style="vertical-align:top;"> <p><strong>1.</strong></p> </td> <td style="vertical-align:top;"> <p><strong>Q.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><strong><span class='c4'>My employer's vacation plan states that no vacation is earned during the first six months of employment. Is this legal?</span></strong></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><span class='c6'> </span></p> </td> <td style="vertical-align:top;"> <p><strong>A.</strong></p> </td> <td style="vertical-align:top;"> <p><span class='c6'>Yes. DLSE's enforcement policy does not preclude an employer from providing a specific period of time at the beginning of the employment relationship during which an employee does not earn any vacation benefits. This could apply to a probationary or introductory period, and can even apply to the whole first year of employment.</span></p> <p><span class='c6'>Such a provision in a vacation plan will only be recognized, however, if it is not a subterfuge (phony reason) and in fact, no vacation is implicitly earned or accrued during that first year or other period. For example, a plan with the following provisions would be an obvious subterfuge and not recognized as valid:</span></p> <p style="margin-left:.5in;">Year 1: No vacation</p> <p style="margin-left:.5in;">Year 2: 4 weeks vacation</p> <p style="margin-left:.5in;">Year 3: 2 weeks vacation</p> <p><span class='c6'>The four weeks' vacation earned in the second year, when viewed in the context of the two weeks' vacation earned in the third year, makes it clear that two of the four weeks earned in year two are actually vacation earned in year one.</span></p> <p><span class='c6'>A valid vacation plan could look like the following:</span></p> <p style="margin-left:.5in;">Year 1: No vacation</p> <p style="margin-left:.5in;">Year 2: 2 weeks vacation</p> <p style="margin-left:.5in;">Year 3: 3 weeks vacation</p> <p style="margin-left:.5in;">Years 4 through 10: 4 weeks vacation</p> <p class='c5'><span class='c8'>In those instances where a "waiting period" (Year 1 in the examples above) is found to be a subterfuge, employees who separate from their employment during the "waiting period" will be entitled to prorated vacation pay at their final rate of pay. On the other hand, where the employer's vacation plan has a valid "waiting period" provision, employees who separate from their employment during that period will be ineligible for any vacation pay.</span></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><strong>2.</strong></p> </td> <td style="vertical-align:top;"> <p><strong>Q.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><strong><span class='c4'>How is vacation earned?</span></strong></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><span class='c6'> </span></p> </td> <td style="vertical-align:top;"> <p><strong>A.</strong></p> </td> <td style="vertical-align:top;"> <p><span class='c6'>In California, because paid vacation is a form of wages, it is earned as labor is performed. An employer's vacation plan may provide for the earning of vacation benefits on a day-by-day, by the week, by the pay period, or some other period basis. For example, an employer's policy may provide that an employee will earn a proportionate share of his or her annual vacation entitlement for each week of a calendar year in which the employee either works at least one full day or receives at least one full days' pay during such week. Thus, for example, if an employee is entitled to two weeks (10 work days) annual vacation, and works full-time, eight hours per day, 40 hours per week, in the above example for each week the employee works at least one full day, he or she will earn 1.538 hours of paid vacation, calculated as follows:</span></p> <p style="margin-left:.5in;">10 work days entitlement per year x 8 hours/day = 80 hours vacation entitlement per year</p> <p style="margin-left:.5in;">80 hours vacation entitlement per year <span class='c9'>÷ <span class='c6'>52 weeks per year = 1.538 hours of vacation earned per week</span></span></p> <p><span class='c6'>In contrast to how vacation pay may be earned, the calculation of vacation pay for terminating employees (a quit, discharge, death, end of contract, etc.) who have earned and accrued and unused vacation on the books at the time of termination must be prorated on a daily basis and must be paid at the final rate of pay in effect as of the date of the separation. For example, an employee who is entitled to three weeks of annual vacation (15 work days entitlement per year x 8 hours/day = 120 hours vacation entitlement per year) who quits on August 7, 2002 (the 219<sup>th</sup> day of the year) without having taken any vacation in 2002, who has no vacation carry-over from prior years, and whose final rate of pay is $13.00 per hour, would be entitled to $936.00 vacation pay upon separation, calculated as follows:</span></p> <p style="margin-left:.5in;">Pro rata daily basis:</p> <p style="margin-left:.5in;">219 days (August 7, 2002, date of quit) <span class='c9'>÷ <span class='c6'>365 days/year = 60%</span></span></p> <p style="margin-left:.5in;">60% of 120 hours vacation entitlement = 72 hours vacation earned and accrued through August 7, 2002</p> <p style="margin-left:.5in;">Vacation days used in 2002 = 0</p> <p style="margin-left:.5in;">Vacation earned but not taken at time of separation = 72 hours</p> <p class='c10'><span class='c6'>72 hours x $13.00/hour = $936.00 vacation pay due at separation.</span></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><strong>3.</strong></p> </td> <td style="vertical-align:top;"> <p><strong>Q.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><strong><span class='c4'>I am a part-time employee, and am excluded from my employer's vacation plan (only full-time employees get vacation). Is this legal?</span></strong></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><span class='c6'> </span></p> </td> <td style="vertical-align:top;"> <p><strong>A.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><span class='c8'>Yes, it is legal. If an employer's vacation plan/policy excludes certain classes of employees, such as part-time, temporary, casual, probationary, etc., such a provision is valid, and the agreement will govern. To avoid any misunderstandings in this area, the vacation plan/policy should state clearly and specifically which employee classification(s) are excluded.</span></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><strong>4.</strong></p> </td> <td style="vertical-align:top;"> <p><strong>Q.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><strong><span class='c4'>My employer's vacation policy provides that if I do not use all of my annual vacation entitlement by the end of the year, that I lose the unused balance. Is this legal?</span></strong></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><span class='c6'> </span></p> </td> <td style="vertical-align:top;"> <p><strong>A.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><span class='c8'>No, such a provision is not legal. In California, vacation pay is another form of wages which vests as it is earned (in this context, "vests" means you are invested or endowed with rights in the wages). Accordingly, a policy that provides for the forfeiture of vacation pay that is not used by a specified date ("use it or lose it") is an illegal policy under California law and will not be recognized by the Labor Commissioner.</span></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><strong>5.</strong></p> </td> <td style="vertical-align:top;"> <p><strong>Q.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><strong><span class='c4'>My employer's vacation policy provides that once an employee earns 200 hours of vacation, no more vacation may be earned (accrued) until the vacation balance falls below that level. Is this legal?</span></strong></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><span class='c6'> </span></p> </td> <td style="vertical-align:top;"> <p><strong>A.</strong></p> </td> <td style="vertical-align:top;"> <p><span class='c6'>Yes, such a provision would be acceptable to the Labor Commissioner. Unlike "use it or lose it" policies, a vacation policy that places a "cap" or "ceiling" on vacation pay accruals is permissible. Whereas a "use it or lose it" policy results in a forfeiture of accrued vacation pay, a "cap" simply places a limit on the amount of vacation that can accrue; that is, once a certain level or amount of accrued vacation is earned but not taken, no further vacation or vacation pay accrues until the balance falls below the cap. The time periods involved for taking vacation must, of course, be reasonable. If implementation of a "cap" is a subterfuge to deny employees vacation or vacation benefits, the policy will not be recognized by the Labor Commissioner.</span></p> <p class='c5'><span class='c8'>DLSE has repeatedly found vacation policies which provide that all vacation must be taken in the year it is earned (or in a very limited period following the accrual period) are unfair and will not be enforced by the Division. </span></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><strong>6.</strong></p> </td> <td style="vertical-align:top;"> <p><strong>Q.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><strong><span class='c4'>Can my employer tell me when to take my vacation?</span></strong></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><span class='c6'> </span></p> </td> <td style="vertical-align:top;"> <p><strong>A.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><span class='c8'>Yes, your employer has the right to manage its vacation pay responsibilities, and one of the ways it can do this is by controlling when vacation can be taken and the amount of vacation that may be taken at any particular time.</span></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><strong>7.</strong></p> </td> <td style="vertical-align:top;"> <p><strong>Q.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><strong><span class='c4'>My employer's vacation policy provides that if I don't use all of my vacation by the end of the year, he will pay me for the vacation that I earned and accrued that year, but did not take. Is this legal?</span></strong></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><span class='c6'> </span></p> </td> <td style="vertical-align:top;"> <p><strong>A.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><span class='c8'>Yes, your employer has the right to manage its vacation pay responsibilities, and one of the ways it can do this is by paying you off each year for vacation that you earned and accrued that year, but did not take.</span></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><strong>8.</strong></p> </td> <td style="vertical-align:top;"> <p><strong>Q.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><strong><span class='c4'>My employer has combined its vacation and sick leave plans into one program that it calls "paid time off" (PTO). Under this program I have a certain number of paid days each year that I can take off from work for any purpose. Does this allow my employer to circumvent the law as it relates to vacations?</span></strong></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><span class='c6'> </span></p> </td> <td style="vertical-align:top;"> <p><strong>A.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><span class='c8'>No, a "paid time off" (PTO) plan or policy does not allow your employer to circumvent the law with respect to vacations. Where an employer replaces its separate arrangements for vacation and sick leave with a program whereby employees are granted a certain number of "paid days off" each year that can be used for any purpose, including vacation and sick leave, the employees have an absolute right to take these days off. Consequently, again applying the principles of equity and fairness, DLSE takes the position that such a program is subject to the same rules as other vacation policies. Thus, for example, the "paid time off" is earned on a day-by-day basis, vested paid time off days cannot be forfeited, the number of earned and accrued paid time off days can be capped, and if an employee has earned and accrued paid time off days that have not been used at the time the employment relationship ends, the employee must be paid for these days.</span></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><strong>9.</strong></p> </td> <td style="vertical-align:top;"> <p><strong>Q.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><strong><span class='c4'>My employer allows its employees to take their vacation before it is actually earned or accrued. Last month I took my three weeks vacation before I had actually earned all of it. I quit my job this month and my employer deducted all of the unearned vacation days that I had taken from my final paycheck. Can he do this?</span></strong></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><span class='c6'> </span></p> </td> <td style="vertical-align:top;"> <p><strong>A.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><span class='c8'>No, your employer cannot deduct "advanced" vacation (i.e., vacation that is taken before it is earned or accrued) from your final paycheck. Because of work schedules and the wishes of employees, many employers allow employees to take their vacation before it is actually earned. Under California law, vacation benefits are a form of wages, and an employer's practice of allowing employees to take their vacation before it is actually earned or accrued is in effect an advance on wages. Thus, if an employee takes an advance on vacation and then quits or is discharged before all of that advanced vacation is earned or accrued, the effect is that there has been an overpayment of wages which is a debt owed to the employer.<br /> <br /> The California courts have noted on a number of occasions that an advance on wages, as with any other debt owed (either to the employer or a third party), is subject to the provisions of the attachment law. However, since wages are exempt from prejudgment attachment, neither the employer nor any third party can recover the debt by way of attachment of the employee's final pay, as to do so would violate the public policy considerations underlying the wage exemption statutes. Thus, in California since the wage garnishment law provides the exclusive judicial procedure by which a judgment creditor can execute against the wages of a judgment debtor, an employer may not resort to self-help to recover debts owed to the employer by an employee from the wages then due to the employee.</span></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><strong>10.</strong></p> </td> <td style="vertical-align:top;"> <p><strong>Q.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><strong><span class='c4'>What happens to my earned and accrued but unused vacation if I am discharged or quit my job?</span></strong></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><span class='c6'> </span></p> </td> <td style="vertical-align:top;"> <p><strong>A.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><span class='c8'>Under California law, unless otherwise stipulated by a <a href="/dlse/Glossary.asp?Button1=C#collective%20bargaining%20agreement">collective bargaining agreement</a>, whenever the employment relationship ends, for any reason whatsoever, and the employee has not used all of his or her earned and accrued vacation, the employer must pay the employee at his or her final rate of pay for all of his or her earned and accrued and <span class="underline">unused</span> vacation days. <a href="http://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=227.3.">Labor Code Section 227.3.</a> Because paid vacation benefits are considered wages, such pay must be included in the employee's final paycheck.</span></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><strong>11.</strong></p> </td> <td style="vertical-align:top;"> <p><strong>Q.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><strong><span class='c4'>My employer does not allow employees to carry-over any unused vacation days from year-to-year. When I was discharged last week none of these forfeited vacation days were included in my final paycheck? What can I do?</span></strong></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><span class='c6'> </span></p> </td> <td style="vertical-align:top;"> <p><strong>A.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><span class='c8'>You can either <a href="/dlse/HowToFileWageClaim.htm">file a wage claim</a> with the Division of Labor Standards Enforcement (the Commissioner's Office), or you can file a lawsuit in court against your employer to recover the lost wages. Additionally, if you no longer work for this employer, you can make a claim for the waiting time penalty pursuant to <a href="http://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=203.">Labor Code Section 203</a>.</span></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><strong>12.</strong></p> </td> <td style="vertical-align:top;"> <p><strong>Q.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><strong><span class='c4'>What is the procedure that is followed after I file a wage claim?</span></strong></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><span class='c6'> </span></p> </td> <td style="vertical-align:top;"> <p><strong>A.</strong></p> </td> <td style="vertical-align:top;"> <p><span class='c6'>After your claim is completed and filed with a local office of the Division of Labor Standards Enforcement (DLSE), it will be assigned to a Deputy Labor Commissioner who will determine, based upon the circumstances of the claim and information presented, how best to proceed. Initial action taken regarding the claim can be referral to a conference or hearing, or dismissal of the claim.</span></p> <p><span class='c6'>If the decision is to hold a conference, the parties will be notified by mail of the date, time and place of the conference. The purpose of the conference is to determine the validity of the claim, and to see if the claim can be resolved without a hearing. If the claim is not resolved at the conference, the next step usually is to refer the matter to a hearing or dismiss it for lack of evidence.</span></p> <p><span class='c6'>At the hearing the parties and witnesses testify under oath, and the proceeding is recorded. After the hearing, an Order, Decision, or Award (ODA) of the Labor Commissioner will be served on the parties.</span></p> <p><span class='c6'>Either party may appeal the ODA to a civil court of competent jurisdiction. The court will set the matter for trial, with each party having the opportunity to present evidence and witnesses. The evidence and testimony presented at the Labor Commissioner's hearing will not be the basis for the court's decision. In the case of an appeal by the employer, DLSE may represent an employee who is financially unable to afford counsel in the court proceeding.</span></p> <p class='c5'><span class='c8'>See the <a href="/dlse/Policies.htm">Policies and Procedures of Wage Claim Processing</a> pamphlet for more detail on the wage claim procedure.</span></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><strong>13.</strong></p> </td> <td style="vertical-align:top;"> <p><strong>Q.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><strong><span class='c4'>What can I do if I prevail at the hearing and the employer doesn't pay or appeal the Order, Decision, or Award?</span></strong></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><span class='c6'> </span></p> </td> <td style="vertical-align:top;"> <p><strong>A.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><span class='c8'>When the Order, Decision, or Award (ODA) is in the employee's favor and there is no appeal, and the employer does not pay the ODA, the Division of Labor Standards Enforcement (DLSE) will have the court enter the ODA as a judgment against the employer. This judgment has the same force and effect as any other money judgment entered by the court. Consequently, you may either try to collect the judgment yourself or you can assign it to DLSE.</span></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><strong>14.</strong></p> </td> <td style="vertical-align:top;"> <p><strong>Q.</strong></p> </td> <td style="vertical-align:top;"> <p class='c5'><strong><span class='c4'>What can I do if my employer retaliates against me because I informed him that in California vacation is wages and cannot be forfeited?</span></strong></p> </td> </tr> <tr> <td style="vertical-align:top;"> <p><span class='c6'> </span></p> </td> <td style="vertical-align:top;"> <p><strong>A.</strong></p> </td> <td style="vertical-align:top;"> <p><span class='c6'>If your employer discriminates or retaliates against you in any manner whatsoever, for example, he discharges you because you objected to the fact that your vested vacation was being forfeited and not carried over from year-to-year, or because you file a claim or threaten to file a claim with the Labor Commissioner, you can <a href="/dlse/HowToFileRetaliationComplaint.htm">file a discrimination/retaliation complaint</a> with the Labor Commissioner's Office. In the alternative, you can file a lawsuit in court against your employer.</span></p> </td> </tr> </table>   </main>  <div class="main-secondary" role="navigation" aria-label="Common links for Labor Law">    <div class="panel-heading sidebar-title"> <h2>Labor Commissioner's Office</h2> </div> <div class="panel panel-default"> <div class="panel-heading"> <h3>Quick Links</h3> </div> <div class="panel-body"> <ul> <li><a href="/dlse/Judgment-Enforcement-Unit.html">Judgment Enforcement Unit</a></li> <li><a href="/dlse/Outreach.html">Outreach</a></li> <li><a href="/dlse/dlse-bofe.html">Bureau of Field Enforcement</a></li> <li><a href="/dlse/dlseWagesandHours.html">Wage Claim Adjudication</a></li> <li><a href="/dlse/dlseRetaliation.html">Retaliation (RCI)</a></li> <li><a href="/dlse/Garment/">Garment Work</a></li> <li><a href="/dlse/Registration_Services.html">Registration Services</a> </li> <li><a href="/Public-Works/PublicWorks.html">Public Works</a></li> <li><a href="/dlse/ECU/ElectricalTrade.html">Electrician Certification Unit</a></li> <li><a href="/dlse/Garment/New-Labor-Laws-in-California.html">New Labor Laws in California</a></li> <li><a href="/dlse/DLSE-FAQs.htm">Frequently asked questions</a></li> <li><a href="/dlse/dlsereports.htm">Legislative reports</a></li> <li><a href="/dlse/DLSE-Databases.htm">License and Registration Search</a></li> <li><a href="/Private-Attorneys-General-Act/Private-Attorneys-General-Act.html">Private Attorney General Act (PAGA)</a></li> </ul> </div> <div class="panel-heading"> <h3>Resources</h3> </div> <div class="panel-body"> <ul> <li><a href="https://cadir.my.site.com">Judgment Search</a></li> <li><a href="https://cadir.my.site.com">Port Drayage Search</a></li> <li><a href="https://cadir.my.site.com/wcsearch">Wage Claims Search</a></li> <li><a href="/dlse/DLSE-FAQs.htm">Frequently asked questions</a></li> <li><a href="/dlse/DLSE-Databases.htm">License and Registration Search</a></li> <li><a href="/dlse/dlsereports.htm">Legislative reports </a></li> <li><a href="/dlse/DLSE-Publications.htm">Publications</a></li> <li><a href="/dlse/DLSE-Forms.htm" aria-label="DLSE Forms">Forms</a></li> </ul> </div> <div class="panel-heading"> <h3>About the Labor Commissioner's Office</h3> </div> <div class="panel-body"> <ul> <li><a href="/dlse/AboutUs.htm">About Us</a></li> <li><a href="/dlse/DistrictOffices.htm">Locations, Contacts, and Hours of Operation</a></li> <li class="no-bullet" style="margin-top:5px;"><a href="/dlse/Career-with-LCO.htm" style="background-image:url(/images/icons/icon_dir_jobs_bg_lightblue.png);background-position:5px 7px;background-repeat:no-repeat; padding:6px 0 6px 55px; font-weight:normal;">Careers with LCO</a></li> </ul> </div> </div>  <div style="width:240px;margin:30px auto 0 auto;padding:15px 10px 15px 10px;"> <a href="http://wagetheftisacrime.com/"><img src="/images/Wage_Theft.jpg" width="227" height="29" alt="Wage Theft"></a> </div> <div style="width:270px;margin:18px auto 0 auto;padding:10px 0 20px 0;"> <div class="pay_online"> You can <strong><a class="acc" href="/dlse/Dlse_Online_Payment.html">pay your bill online</a>.</strong> <p style="margin:2px;">Need to make a payment?</p> ( <a class="acc" href="/dlse/Spanish/Dlse_Online_Payment.html">Haga un pago en l铆nea</a>. ) </div> </div>  </div>  </div> </div>   <footer id="footer" class="global-footer" lang="en"> <button class="return-top"><span class="sr-only">Back to top</span></button>  <div class="section" style="background-color:#444;"> <div class="container"> <div class="upper_footer"> <div class="row"> <div class="col-md-4 footer_links"> <h2>About DIR</h2> <ul> <li><a href="/aboutdir.html">Who we are</a></li> <li><a href="/divisions_and_programs.html">DIR Divisions, Boards & Commissions</a></li> <li><a href="/Tribal-Consultation.html">Tribal Consultation</a> <li><a href="/Contactus.html">Contact DIR</a></li> </ul> </div> <div class="col-md-4 footer_links"> <h2>Work with Us</h2> <ul> <li><a href="/dirjobs/dirjobs.htm">Career Opportunities</a></li> <li><a href="/permits-licenses-certifications.html">Licensing, registrations, certifications & permits</a></li> <li><a href="/dosh/Required-Notifications.html">Required Notifications</a></li> <li><a href="/pra_request.html">Public Records Requests</a></li> </ul> </div> <div class="col-md-4 footer_links"> <h2>Learn More</h2> <ul> <li><a href="/Bilingual-Services-Act/default.html">Acceso al idioma</a></li> <li><a href="/faqslist.html" aria-label="Index of frequently asked questions at DIR">Frequently Asked Questions</a></li> <li><a href="/federal-funding-disclosure.html">Federal Funding Disclosure</a></li> <li><a href="/sitemap/sitemap.html" aria-label="Site map for the DIR website">Site Map</a></li> </ul> </div> <div class="clear_left"></div> </div> </div> </div> <div class="container lower_footer" style="max-width:100%;font-size:93%;padding-top:15px;padding-bottom:15px;background:#292929;"> <a href="/RaI/ReportAnIssue.aspx" class="btn btn-app footer-issue-button">Report a website issue</a> <div class="row"> <div class="three-quarters center" style="padding-top:4px;width:80%;margin-left:10%;"> <ul class="footer-links"> <li><a href="#skip-to-content">Back to Top</a></li> <li><a href="/od_pub/conditions.html">Conditions of Use</a></li> <li><a href="/od_pub/disclaimer.html" aria-label="Disclaimer for DIR website.">Disclaimer</a></li> <li><a href="/od_pub/privacy.html">Privacy Policy</a></li> <li><a href="/Nondiscrimination-Notice.html">Nondiscrimination Notice</a></li> <li><a href="/accessibility.html">Accessibility</a></li> <li><a href="/od_pub/help.html">Site Help</a></li> <li><a href="/ContactUs.html">Contact DIR</a></li> </ul> </div> <div class="quarter text-right" style="width:10%;"> <ul class="socialsharer-container" style="padding-top:6px;"> <li><a href="https://www.facebook.com/CaliforniaDIR"><span class="ca-gov-icon-share-facebook dark-bkg" aria-hidden="true" title="Facebook"></span><span class="sr-only">Flickr</span></a></li> <li><a href="https://twitter.com/#!/CA_DIR"><img class="x-icon" style="margin-top:3px;vertical-align:top;" src="/images/icons/x-logo-white.png" title="X (Twitter)" /></span><span class="sr-only">Twitter</span></a></li> <li><a href="http://www.youtube.com/CaliforniaDIR"><span class="ca-gov-icon-youtube" aria-hidden="true" title="YouTube"></span><span class="sr-only">YouTube</span></a></li> </ul> </div> </div> </div>  <div class="copyright"> <div class="container text-right"> Copyright © <span id="thisyear"> <script>document.getElementById('thisyear').appendChild(document.createTextNode(new Date().getFullYear()))</script> </span> State of California </div> </div> </footer>  <div class="decoration-last"> </div>  <div class="modal fade" id="gt-translate-modal" role="dialog" tabindex="-1"> <div class="modal-dialog modal-lg"> <div class="modal-content"> <div class="modal-header"> <h1 class="modal-title"><img src="/images/icons/icon_globe_large.png" style="vertical-align:bottom;" alt="" /> Language Services at DIR</h1> <button type="button" class="close btn btn-secondary" data-bs-dismiss="modal"><span class="sr-only">Close modal</span><span class="ca-gov-icon-close-mark" aria-hidden="true"></span></button> </div> <div class="modal-body">  <p>The Department of Industrial Relations (DIR) recognizes the importance of communicating effectively with individuals, including those with limited English proficiency. DIR is making an effort to provide meaningful services for individuals that speak languages other than English.</p> <h2 class="like-h3">If you need to access information in a language other than English:</h2> <ul class="spaced large"> <li style="margin-bottom:30px;"><h3 class="like-h4">Use the Google Translate function below:</h3> <div class="displaybox box-8" style="max-width:600px; padding-top:15px;background:#f0f0f0;"> <div id="google_translate_element"></div> <p style="margin-top:20px; padding-left:48px;text-indent:-45px;font-size:96%;"><strong>Note:</strong> This is a service provided by Google. Google Translate cannot translate all types of documents, and may not provide an exact translation.</p> </div> </li> <li><h3 class="like-h4">Contact DIR to request an interpreter over the phone:</h3> <table class="table offices vertical_lines"> <tr> <th>Office Name</th> <th>Topic</th> <th>Phone Numbers</th> </tr> <tr> <td>Cal/OSHA</td> <td>Workplace Safety and Health</td> <td>833-579-0927</td> </tr> <tr> <td>Labor Commissioner's Office</td> <td>Wages, breaks, retaliation and labor laws</td> <td>833-526-4636</td> </tr> <tr> <td>Division of Workers' Compensation</td> <td>Benefits for work-related injuries and illnesses</td> <td>1-800-736-7401</td> </tr> <tr> <td>Office of the Director</td> <td>Any other topic related to the Department of Industrial Relations</td> <td>844-522-6734</td> </tr> </table> </li> </ul>  </div> <div class="modal-footer"> <button type="button" class="btn btn-default" data-bs-dismiss="modal">Close</button> </div> </div> </div> </div>   <script src="https://california.azureedge.net/cdt/statetemplate/6.1.0/js/cagov.core.min.js"></script>  <script type="text/javascript"> function googleTranslateElementInit() { new google.translate.TranslateElement( // {pageLanguage: 'en', layout: google.translate.TranslateElement.InlineLayout.SIMPLE}, {pageLanguage: 'en'}, 'google_translate_element' ); } </script> <script type="text/javascript" src="https://translate.google.com/translate_a/element.js?cb=googleTranslateElementInit"></script>  <script src="/js/libs/jquery.js"></script> <script type="text/javascript" src="/js/libs/jquery.js"></script> <script type="text/javascript" src="/javascript/custom_scripts.js"></script>   </body> </html>

CINXE.COM

Division of Labor Standards Enforcement (DLSE)