U.S. Department of Labor1-866-487-2365

YOUR RIGHTS UNDER USERRA THE UNIFORMED SERVICES EMPLOYMENT

AND REEMPLOYMENT RIGHTS ACT

★★

Publication Date—February 2005

REEMPLOYMENT RIGHTS

You have the right to be reemployed in your civilian job if you leave thatjob to perform service in the uniformed service and:

✩ you ensure that your employer receives advance written or verbalnotice of your service;

✩ you have five years or less of cumulative service in the uniformedservices while with that particular employer;

✩ you return to work or apply for reemployment in a timely mannerafter conclusion of service; and

✩ you have not been separated from service with a disqualifyingdischarge or under other than honorable conditions.

If you are eligible to be reemployed, you must be restored to the job andbenefits you would have attained if you had not been absent due tomilitary service or, in some cases, a comparable job.

RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION

If you:

✩ are a past or present member of the uniformed service; ✩ have applied for membership in the uniformed service; or✩ are obligated to serve in the uniformed service;

then an employer may not deny you any of the following because of this status:

✩ initial employment;✩ reemployment;✩ retention in employment; ✩ promotion; or ✩ any benefit of employment.

In addition, an employer may not retaliate against anyone assisting in theenforcement of USERRA rights, including testifying or making astatement in connection with a proceeding under USERRA, even if thatperson has no service connection.

HEALTH INSURANCE PROTECTION

✩ If you leave your job to perform military service, you have the rightto elect to continue your existing employer-based health plancoverage for you and your dependents for up to 24 months while inthe military.

✩ Even if you don't elect to continue coverage during your militaryservice, you have the right to be reinstated in your employer'shealth plan when you are reemployed, generally without any waitingperiods or exclusions (e.g., pre-existing condition exclusions) exceptfor service-connected illnesses or injuries.

ENFORCEMENT

✩ The U.S. Department of Labor, Veterans Employment and TrainingService (VETS) is authorized to investigate and resolve complaintsof USERRA violations.

✩ For assistance in filing a complaint, or for any other information onUSERRA, contact VETS at 1-866-4-USA-DOL or visit its website athttp://www.dol.gov/vets. An interactive online USERRA Advisor canbe viewed at http://www.dol.gov/elaws/userra.htm.

✩ If you file a complaint with VETS and VETS is unable to resolve it,you may request that your case be referred to the Department of Justice or the Office of Special Counsel,depending on the employer, for representation.

✩ You may also bypass the VETS process and bring a civil actionagainst an employer for violations of USERRA.

The rights listed here may vary depending on the circumstances. Thisnotice was prepared by VETS, and may be viewed on the internet at thisaddress: http://www.dol.gov/vets/programs/userra/poster.pdf. Federal lawrequires employers to notify employees of their rights under USERRA, andemployers may meet this requirement by displaying this notice where theycustomarily place notices for employees.

USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service.USERRA also prohibits employers from discriminating against past and present members of the uniformed services, and applicants tothe uniformed services.

★★

1-800-336-4590

For more information, contact DFEH toll free at (800) 884-1684, TTY number at (800) 700-2320,or visit our web site at www.dfeh.ca.gov

Government Code Section 12940 and Title 2 California Code of Regulations Section 7287 requires all employers to post this document. It must be conspicuouslyposted in hiring offices, on employee bulletin boards, in employment agency waiting rooms, union halls, and other places employees gather.

In accordance with the California Government Code and ADA requirements, this publication can be made available in Braille, large print, computer disk,or tape cassette as a disability-related reasonable accommodation for an individual with a disability. To discuss how to receive a copy of this publication in an

alternative format, please contact DFEH at the numbers above.

State of CaliforniaDepartment of Fair Employment & Housing

Discrimination and Harassment in Employmentare Prohibited by Law

DFEH-162 (04/04)

Laws enforced by the Department of Fair Employment and Housing(DFEH) protect you from illegal discrimination and harassmentin employment based on

• Race

• Color

• Religion

• Sex (pregnancy or gender)

• Sexual orientation

• Marital status

• National origin (including language use restrictions)

• Ancestry

• Disability (mental and physical, including HIV and AIDS)

• Medical condition (cancer/genetic characteristics)

• Age (40 and above)

• Denial of family and medical care leave

• Denial of pregnancy disability leave or reasonableaccommodation

The California Fair Employment and Housing Act (Part 2.8commencing with Section 12900 of Division 3 of Title 2 of the Govern-ment Code) and the Regulations of the Fair Employment and HousingCommission (California Code of Regulations, Title 2, Division 4,Section 7285.0 through 8504)

• Prohibit harassment of employees, applicants, and independentcontractors by any persons and require employers to takeall reasonable steps to prevent harassment. This includes aprohibition against sexual harassment, gender harassment,and harassment based on pregnancy, childbirth, or relatedmedical conditions.

• Prohibit employers from limiting or prohibiting the use ofany language in any workplace unless justified by businessnecessity. The employer must notify employees of the languagerestriction and consequences for violation.

• Require that all employers provide information to each oftheir employees on the nature, illegality, and legal remediesthat apply to sexual harassment. Employers may either developtheir own publications, which must meet standards as setforth in California Government Code Section 12950, or use abrochure from DFEH.

• Require employers to reasonably accommodate employeesor job applicants with a disability in order to enable them toperform the essential functions of a job.

• Permit job applicants and employees to file complaints withDFEH against an employer, employment agency, or laborunion that fails to grant equal employment as required by law.

• Prohibit discrimination against any job applicant or employeein hiring, promotions, assignments, or termination. On-the-job segregation is also prohibited.

• Require employers, employment agencies, and unions topreserve applications, personnel records, and employmentreferral records for a minimum of two years.

• Require employers to provide leaves of up to four monthsto employees disabled because of pregnancy, childbirth, or arelated medical condition.

• Require an employer to provide reasonable accommodationsrequested by an employee, on the advice of her health careprovider, related to her pregnancy, childbirth, or relatedmedical conditions.

• Require employers of 50 or more persons to allow eligibleemployees to take up to 12 weeks leave in a 12-month periodfor the birth of a child; the placement of a child for adoptionor foster care; for an employee’s own serious health condition;or to care for a parent, spouse, or child with a serious healthcondition. (Employers are required to post a notice informingemployees of their family and medical leave rights.)

• Require employment agencies to serve all applicantsequally, to refuse discriminatory job orders, and to refrainfrom prohibited pre-hiring inquiries or help-wantedadvertising.

• Require unions not to discriminate in member admissions ordispatching to jobs.

• Forbid any person to interfere with efforts to comply withthe act. Permit employers to file complaints against workerswho refuse to cooperate with the provisions of the law.Authorize DFEH to work affirmatively with cooperatingemployers to review hiring and recruiting practices inorder to expand equal opportunity.

The law provides for administrative fines and remedies forindividuals, including the following: hiring, front pay, back pay,promotion, reinstatement, cease-and-desist order, expert witnessfees, reasonable attorney’s fees and costs, punitive damages, anddamages for emotional distress.

Job applicants and employees: If you believe you have experienceddiscrimination, you may file a complaint with DFEH.

Independent contractors: If you believe you have been harassed,you may file a complaint with DFEH.

Complaints must be filed within one year of the last act ofdiscrimination/harassment.

Department of Fair Employment and Housing

related activities. tests given by the Federal Government to certain private individuals engaged in national security-Federal, State and local governments are not affected by the law. Also, the law does not apply to

EXEMPTIONS*

prospective employee for refusing to take a test or for exercising other rights under the Act. take a lie detector test, and from discharging, disciplining, or discriminating against an employee or Employers are generally prohibited from requiring or requesting any employee or job applicant to

PROHIBITIONS

tests either for pre-employment screening or during the course of employment. The Employee Polygraph Protection Act prohibits most private employers from using lie detector

PROTECTION ACTEMPLOYEE POLYGRAPH

NOTICEWashington, D.C. 20210 Wage and Hour Division

EMPLOYMENT STANDARDS ADMINISTRATION

U.S. DEPARTMENT OF LABOR

WH Publication 1462

Washington, D.C. 20210 Wage and Hour Division

EMPLOYMENT STANDARDS ADMINISTRATION

U.S. DEPARTMENT OF LABOR

is more restrictive with respect to lie detector tests. *The law does not preempt any provision of any State or local law or an

APPLICANTS CAN READILY SEE IT.THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB

Department of Labor, Employment Standards Administration. the Wage and Hour Division, which are listed in the telephone directory under U.S. Government, Additional information may be obtained, and complaints of violations may be filed, at local offices of

ADDITIONAL INFORMATION

to $10,000 against violators. Employees or job applicants may also bring their own court actions. The Secretary of Labor may bring court actions to restrain violations and assess civil penalties up

ENFORCEMENT

results disclosed to unauthorized persons. written notice before testing, the right to refuse or discontinue a test, and the right not to have test conduct and length of the test. Examinees have a number of specific rights, including the right to a Where polygraph tests are permitted, they are subject to numerous strict standards concerning the

EXAMINEE RIGHTS

that resulted in economic loss to the employer. who are reasonably suspected of involvement in a workplace incident (theft, embezzlement, etc.) The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms

alarm, and guard), and of pharmaceutical manufacturers, distributors and dispensers. subject to restrictions, to certain prospective employees of security service firms (armored car, The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector,

y collective bargaining agreement which

September 1988

Your Rights under the

Family and Medical Leave Act of 1993 FMLA requires covered employers to provide up to 12weeks of unpaid, job-protected leave to ''eligible''employees for certain family and medical reasons.Employees are eligible if they have worked for their employer for at least one year, and for 1,250 hours over

the previous 12 months, and if there are at least 50 employees within 75 miles. The FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule under certain circumstances.

Reasons for Taking Leave:

Unpaid leave must be granted for any of the following reasons: • to care for the employee's child after birth, or placement

for adoption or foster care; • to care for the employee's spouse, son or daughter, or

parent who has a serious health condition; or • for a serious health condition that makes the employee

unable to perform the employee's job. At the employee's or employer's option, certain kinds of paid leave may be substituted for unpaid leave.

Advance Notice and Medical Certification:

The employee may be required to provide advance leave notice and medical certification. Taking of leave may be denied if requirements are not met. • The employee ordinarily must provide 30 days advance

notice when the leave is ''foreseeable.'' • An employer may require medical certification to

support a request for leave because of a serious health condition, and may require second or third opinions (at the employer's expense) and a fitness for duty report to return to work.

Job Benefits and Protection:

• For the duration of FMLA leave, the employer must maintain the employee's health coverage under any ''group health plan.''

• Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.

• The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave.

Unlawful Acts by Employers:

FMLA makes it unlawful for any employer to: • interfere with, restrain, or deny the exercise of any

right provided under FMLA: • discharge or discriminate against any person for

opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.

-Enforcement:

• The U.S. Department of Labor is authorized to investigate and resolve complaints of violations.

• An eligible employee may bring a civil action against an employer for violations.

FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights.

For Additional Information:

If you have access to the Internet visit our FMLA website: http://www.dol.gov/esa/whd/fmla. To

Wage-Hour toll-free information and help line at 1-866-4USWAGE (1-866-487-9243): a customer service representative is available to assist you with referral information from 8am to 5pm in your time zone; or log onto our Home Page at http://www.wagehour.dol.gov.

U.S. Department of LaborEmployment Standards AdministrationWage and Hour DivisionWashington, D.C. 20210

WH Publication 1420 Revised August 2001

*U.S. GOVERNMENT PRINTING OFFICE 2001-476-344/49051

locate your nearest Wage-Hour Office, telephone our

Your Rights Under the Fair Labor Standards Act

Federal Minimum Wage

per per$4.75 hour $5.15 hour beginning October 1, 1996 beginning September 1, 1997

Employees under 20 years of age may be paid $4.25 per hour during their first 90 consecutive calendar days of employment with an employer.

Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage under special certificates issued by the Department of Labor.

Tip Credit – Employers of “tipped employees” must pay a cash wage of at least $2.13 per hour if they claim a tip credit against their minimum wage obligation. If an employee's tips combined with the employer's cash wage of at least $2.13 per hour do not equal the minimum hourly wage, the employer must make up the difference. Certain other conditions must also be met.

Overtime PayAt least 11/2 times your regular rate of pay for all hours worked over 40 in a workweek.

Child LaborAn employee must be at least 16 years old to work in most non-farm jobs and at least 18 to work in non-farm jobs declared hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school hours in various non-manufacturing, non-mining, non-hazardous jobs under the following conditions:

No more than –

• 3 hours on a school day or 18 hours in a school week; • 8 hours on a non-school day or 40 hours in a non-school week.

Also, work may not begin before 7 a.m. or end after 7 p.m., except from June 1 through Labor Day, when evening hours are extended to 9 p.m. Different rules apply in agricultural employment.

EnforcementThe Department of Labor may recover back wages either administratively or through court action, for the employees that have been underpaid in violation of the law. Violations may result in civil or criminal action.

Fines of up to $10,000 per violation may be assessed against employers who violate the child labor provisions of the law and up to $1,000 per violation against employers who willfully or repeatedly violate the minimum wage or overtime pay provisions. This law prohibits discriminating against or discharging workers who file a complaint or participate in any proceedings under the Act.

Note: • Certain occupations and establishments are exempt from the minimum wage and/or overtime pay provisions.

• Special provisions apply to workers in American Samoa. • Where state law requires a higher minimum wage, the higher standard applies.

For Additional Information, Contact the Wage and Hour Division office nearest you – listed in your telephone directory under United States Government, Labor Department.

This poster may be viewed on the Internet at this address: http://www.dol.gov/esa/regs/compliance/posters/flsa.htm

The law requires employers to display this poster where employees can readily see it.

U.S. Department of Labor Employment Standards Administration Wage and Hour Division WH Publication 1088 Washington, D.C. 20210 Revised October 1996

To employers and representatives of persons working in industries and occupations in the State of California:

SUMMARY OF ACTIONSTAKE NOTICE that on October 23, 2000, the Industrial Welfare Commission (IWC), having proceeded according to its authority in the LaborCode and Constitution of California, Article 14, § 1, amended Sections 1, 2, 3, and 5 of the General Minimum Wage Order, MW-98. Section4, Separability, has not been changed. The IWC adopted increases to the minimum wage and to meals and lodging credits in this generalminimum wage order and in all of the IWC’s industry and occupation orders. The IWC also repealed and/or amended the following non-statutory full and partial exemptions from the minimum wage for certain employees that are contained in this order as well as in its industryand occupation orders: student nurses, professional actors, full-time carnival ride operators, employees of the State or local governmentsand any political subdivision thereof, personal attendants in private homes except for persons under the age of eighteen who are employedas baby sitters for a minor child of the employer in the employer’s home, and minors paid not less than 85% of the minimum wage roundedto the nearest nickel. The present partial exemption for learners was amended to include minors. The IWC took these actions after holdinginvestigative public hearings as required by Labor Code § 1178, considering the report of the Wage Board on the minimum wage selectedpursuant to Labor Code § 1178.5, and subsequently holding public hearings according to the requirements of Labor Code § 1181.

This summary must be made available to employees in accordance with the IWC’s wage orders. Copies of the full text of the amendedwage orders may be obtained at www.dir.ca.gov/IWC or by mail from the IWC.

1. APPLICABILITYThe provisions of this Order shall not apply to outside salespersons and individuals who are the parent, spouse, or children of the employerpreviously contained in this Order and the IWC’s industry and occupation orders. The IWC has eliminated other exemptions from theminimum wage previously contained in this Order and in sections of the IWC’s industry and occupation orders. (See Section 5, AmendedProvisions, below.) Exceptions and modifications provided by statute or in Section 1, Applicability, and in other sections of the IWC’sindustry and occupation orders may be used where any such provisions are enforceable and applicable to the employer.

2. MINIMUM WAGESEvery employer shall pay to each employee wages not less than six dollars and twenty-five cents ($6.25) per hour for all hours worked,effective January 1, 2001, and not less than six dollars and seventy-five cents ($6.75) per hour for all hours worked, effective January 1,2002.

3. MEALS AND LODGINGMeals or lodging may not be credited against the minimum wage without a voluntary written agreement between the employer and theemployee. When credit for meals or lodging is used to meet part of the employer’s minimum wage obligation, the amounts so creditedmay not be more than the following:

Questions about enforcement should be directed to the Division of Labor Standards Enforcement. Consult the white pages of your telephone directory underCALIFORNIA, State of, Industrial Relations for the address and telephone number of the office nearest you. The Division has offices in the following cities:Bakersfield, Eureka, Fresno, Long Beach, Los Angeles, Oakland, Redding, Sacramento, Salinas, San Bernardino, San Diego, San Francisco, San Jose,Santa Ana, Santa Barbara, Santa Rosa, Stockton, and Van Nuys.

4. SEPARABILITYIf the application of any provision of this Order, or any section, subsection, subdivision, sentence, clause, phrase, word or portion of thisOrder should be held invalid, unconstitutional, unauthorized, or prohibited by statute, the remaining provisions thereof shall not be affectedthereby, but shall continue to be given full force and effect as if the part so held invalid or unconstitutional had not been included herein.

5. AMENDED PROVISIONSThis Order amends the minimum wage and meals and lodging credits in MW-98, as well as in the IWC’s industry and occupation orders.(See Orders 1-15, Secs. 4 and 10; and Order 16, Secs. 4 and 9.) This Order also amends the following other provisions of the IWC’s industryand occupations orders to be consistent with the IWC’s actions regarding the elimination of certain exemptions from the minimum wage:Order 1, Secs. 1(B) and 4(A)(1) and (2); Order 2, Secs. 1(B) and 4(A)(1) and (2); Order 3, Secs. 1(B) and 4(A)(1) and (2); Order 4, Secs. 1(B)and 4(A)(1) and (2); Order 5, Secs. 1(A) and (C), and 4(A)(1) and (2); Order 6, Secs. 1(B) and 4(A)(1) and (2); Order 7, Secs. 1(B) and 4(A)(1)and (2); Order 8, Secs. 1(B) and 4(A)(1) and (2); Order 9, Secs. 1(B) and 4(A)(1) and (2); Order 10, Secs. 1(B) and (D), and 4(A)(1) and (2);Order 11, Secs. 1(B) and (C) and 4(A)(1) and (2); Order 12, Secs. 1(B) and (C) and 4(A)(1) and (2); Order 13, Secs. 1(B) and 4(A)(1) and (2);Order 14, Secs. 1(B) and 4(A)(1) and (2); Order 15, Secs. 1(B) and 4(A)(1) and (2); and, Order 16, Sec. 1(B). These amendments wereadopted on October 23, 2000, in Sacramento.

Please Post Next to Your IWC Industry or Occupation Order

OFFICIAL NOTICE

CaliforniaMinimum Wage

MW-2001Minimum Wage - Every employer shall pay to each employee wages not less than the following:

Amends GeneralMinimum Wage Orderand IWC Industry and

Occupation Orders

Effective EffectiveJanuary 1, 2001 January 1, 2002

LODGINGRoom occupied alone ......................................................................................................... $29.40 per week $31.75 per weekRoom shared ....................................................................................................................... $24.25 per week $26.20 per weekApartment – two-thirds (2/3) of the ordinary rental value, and in no event more than: ... $352.95 per month $381.20 per monthWhere a couple are both employed by the employer, two-thirds (2/3) of the ordinaryrental value, and in no event more than: ........................................................................... $522.10 per month $563.90 per month

MEALSBreakfast .............................................................................................................................. $2.25 $2.45Lunch ................................................................................................................................... $3.10 $3.35Dinner .................................................................................................................................. $4.15 $4.50

These Amendments to the Wage Orders shall be in effect as of January 1, 2001.

$6.25per hour beginning January 1, 2001

$6.75per hour beginning January 1, 2002

STATE OF CALIFORNIA - DEPARTMENT OF INDUSTRIAL RELATIONSDivision of Workers' Compensation

Notice to Employees--Injuries Caused By Work

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

Benefits. Workers' compensation benefits include:

• Medical Care: Doctor visits, hospital services, physical therapy, lab tests, x-rays, and medicines that are reasonably necessary to treatyour injury. You should never see a bill. For injuries occurring on or after 1/1/04, there is a limit on some medical services.

• Temporary Disability (TD) Benefits: Payments if you lose wages while recovering.

• Permanent Disability (PD) Benefits: Payments if your injury causes a permanent disability.

• Vocational Rehabilitation: Services and payments if your injury prevents you from returning to your usual job or occupation. Thisbenefit applies to injuries that occurred prior to 1/1/04.

• Supplemental Job Displacement Benefit: A nontransferable voucher payable to a state approved school if you are injured on orafter 1/1/04, the injury results in a permanent disability, you don't return to work within 60 days after TD ends, and your employerdoes not offer modified or alternative work.

• Death Benefits: Paid to dependents of a worker who dies from a work-related injury or illness.

Naming Your Own Physician Before Injury. You may be able to choose the doctor who will treat you for a job injury or illness duringthe first 30 days after the injury . If eligible, you must tell your employer, in writing, the name and address of your personal physicianbefore you are injured. For instructions, see the written information about workers' compensation that your employer is now required togive to new employees.

If You Get Hurt:

1. Get Medical Care. If you need first aid, contact your employer. If you need emergency care, call for help immediately. Emergencyphone numbers:

Ambulance _______________ Fire Dept. _______________ Police _____________

Doctor _______________ Hospital _______________

2. Report Your Injury. Report the injury immediately to your supervisor or to:Employer representative ______________ phone number ____________.Don't delay. There are time limits. If you wait too long, you may lose your right to benefits. Your employer is required to provide youa claim form within one working day after learning about your injury. Within one working day after an employee files a claim form,the employer shall authorize the provision of all treatment, consistent with the applicable treating guidelines, for the alleged injuryand shall continue to provide treatment until the date that liability for the claim is accepted or rejected. Until the date the claim isaccepted or rejected, liability for medical treatment shall be limited to ten thousand dollars ($10,000).

3. See Your Primary Treating Physician (PTP). This is the doctor with overall responsibility for treating your injury or illness. If younamed your personal physician before injury (see above), you may see him or her for treatment in certain circumstances. Otherwise,your employer has the right to select the physician who will treat you for the first 30 days. You may be able to switch to a doctor ofyour choice after 30 days. Special rules apply if your employer offers a Health Care Organization (HCO) or after 1/1/05, has amedical provider network. Contact your employer for more information.

Discrimination: It is illegal for your employer to punish or fire you for having a work injury or illness, for filing a claim, or testifying inanother person's workers' compensation case. If proven, you may receive lost wages, job reinstatement, increased benefits, and costs andexpenses up to limits set by the state.

Questions? Learn more about workers' compensation by reading the information that your employer is required to give you at time of hire.If you have questions, see your employer or the claims administrator (who handles workers' compensation claims for your employer):

Claims Administrator _____________________________________

Address __________________________ City ________________ State ____ Zip _______

Phone __________________________ Policy Expiration Date ___________________________

The employer is insured for workers’ compensation by _____________________________ (Enter “self-insured” if appropriate)

If the workers’ compensation policy has expired, contact a Labor Commissioner at the Division of Labor Standards Enforcement - theirnumber can be found in your local White Pages under California State Government, Department of Industrial Relations.

You can get free information from a State Division of Workers' Compensation Information & Assistance Officer.The nearest Information & Assistance Officer is at:

Address ______________________ City ______________ Phone _________________

Hear recorded information and a list of local offices by calling toll-free (800) 736-7401. Learn more online: www.dir.ca.gov.

False claims and false denials. Any person who makes or causes to be made any knowingly false or fraudulent material statement ormaterial representation for the purpose of obtaining or denying workers' compensation benefits or payments is guilty of a felony and maybe fined and imprisoned.

Your employer may not be liable for the payment of workers' compensation benefits for any injury that arises from your voluntaryparticipation in any off-duty, recreational, social, or athletic activity that is not part of your work-related duties.

DWC 7 (8/1/04)

Aviso a los Empleados—Lesiones Causadas por el Trabajo

Es posible que usted tenga derecho a beneficios de compensación para trabajadores, si usted se lesiona o se enferma a causa de su trabajo. La compensación para trabajadores cubre la mayoría de las lesiones y enfermedades físicas o mentales relacionadas con el trabajo. Unalesión o enfermedad puede ser causada por un evento (como por ejemplo el lastimarse la espalda en una caída) o por acciones repetidas(como por ejemplo lastimarse la muñeca por hacer el mismo movimiento una y otra vez).

Beneficios. Los beneficios de compensación para trabajadores incluyen:

• Atención Médica: Consultas con el médico, servicios de hospital, terapia física, análisis de laboratorio, radiografías y medicinas queson razonablemente necesarias para tratar su lesión. Usted nunca deberá ver un cobro. Para lesiones que ocurren en o después de1/1/04, hay un límite de visitas para ciertos servicios médicos.

• Beneficios por Incapacidad Temporal (TD): Pagos, si usted pierde sueldos, mientras se recupera.

• Beneficios por Incapacidad Permanente (PD): Pagos, si su lesión le ocasiona una incapacidad permanente.

• Rehabilitación Vocacional: Servicios y pagos, si su lesión no le permite regresar a su empleo u ocupación normal. Este beneficiopara lesiones que ocurrieron antes de 1/1/04.

• Beneficio Suplementario por Desplazamiento de Trabajo: Une vale no-transferible pagadero a una escuela aprobada por el estadosi se lesiona en o después de 1/1/04, la lesión le ocasiona una incapacidad permanente, no regresa al trabajo en un plazo de 60 díasdespués que los pagos por incapacidad temporal terminan, y su empleador no le ofrece un trabajo modificado o alterno.

• Beneficios por Muerte: Pagados a los dependientes de un(a) trabajador(a) que muera a causa de una lesión o enfermedad relacionadacon el trabajo.

Designación de su Propio Médico Antes de una Lesión. Es posible que usted pueda elegir al médico que le atenderá a causa de unalesión o enfermedad relacionada con el trabajo durante los primeros 30 días después de la lesión. Si elegible, usted tiene que decirle alempleador, por escrito, el nombre y la dirección de su médico personal, antes de que usted se lesione. Para instrucciones, vea lainformación escrita sobre la compensación para trabajadores, que ahora se le exige a su empleador darle a los empleados nuevos.

Si Usted se Lastima:

1. Obtenga Atención Médica. Si usted necesita primeros auxilios, comuníquese con su empleador. Si usted necesita atención deemergencia, pida ayuda inmediatamente. Los números de teléfono de emergencia son:

Ambulancia _______________ Dept. de Bomberos _______________ Policía _____________

Doctor _______________ Hospital _______________

2. Reporte su Lesión. Reporte la lesión inmediatamente a su supervisor(a) o a:El/la representante del empleador ______________ Número de teléfono ____________.No se demore. Hay límites de tiempo. Si usted espera demasiado, es posible que usted pierda su derecho a beneficios. A su empleadorse le exige proporcionarle un formulario de reclamo, en un plazo de un día laboral, a partir de que sepa lo referente a su lesión. Elempleador autorizará todo tratamiento médico consistente con las directivas de tratamiento applicables a la lesión o enfermedad,durante el primer día laboral después que el empleado efectúa un reclamo para beneficios de compensación, y continuaráproveyendo este tratamiento hasta la fecha en que el reclamo sea aceptado o rechazado. Hasta la fecha en que el reclamo seaaceptado o rechazado, el tratamiento médico será limitado a diez mil dólares ($10,000).

3. Consulte al Médico Primario que le Atienda (PTP). Este es el médico con toda la responsabilidad para dar el tratamiento para sulesión o enfermedad. Si usted designó a su médico personal antes de la lesión (vea uno de los párrafos anteriores), usted puedeconsultarlo para el tratamiento en ciertas circunstancias. De otra forma, su empleador tiene derecho a seleccionar al médico que leatenderá durante los primeros 30 días. Es posible que usted pueda cambiar al médico de su preferencia después de 30 días. Hay reglasespeciales que son aplicables cuando su empleador ofrece una Organización del Cuidado Médico (HCO) o depués de 1/1/05 tiene unSistema de Proveedores de Atención Médica. Hable con su empleador para más información.

Discriminación: Es ilegal que su empleador le castigue o despida por sufrir una lesión o enfermedad en el trabajo, por presentar unreclamo o por atestiguar en el caso de compensación para trabajadores de otra persona. Si es probado, puede ser que usted reciba pagospor pérdida de sueldos, reposición del trabajo, aumento de beneficios, y gastos hasta un límite establecido por el estado.

¿Preguntas? Obtenga más información sobre la compensación para trabajadores, leyendo la información que ahora se le exige a suempleador darle a los empleados nuevos. Si usted tiene preguntas, vea a su empleador o al/a la administrador(a) de reclamos (que manejalos reclamos de compensación para trabajadores por su empleador):

Administrador(a) de Reclamos _____________________________________

Dirección __________________________ Ciudad ________________ Estado ____ Código postal _______

Teléfono __________________________ Fecha de Vencimiento de la Póliza ___________________________

El empleador está asegurado para compensación para trabajadores con _____________________________ (Anote “autoasegurado” si es pertinente)

Si la póliza de compensación para trabajadores se ha vencido, comuníquese con el Comisionado del Trabajo, en la Division of LaborStandards Enforcement. Su número puede encontrarse en las Páginas Blancas de su guía telefónica local, bajo el encabezado en inglés deCalifornia State Government, Department of Industrial Relations.

Usted puede obtener información gratuita de un Oficial de Asistencia e Información, de la División de Compensación al Trabajador.El Oficial de Asistencia e Información más cercano se localiza en:

Dirección ______________________ Ciudad ______________ Teléfono _________________

Usted puede escuchar información grabada, y una lista de las oficinas locales, llamando al número gratuito (800) 736-7401.Usted puede obtener más información en el Internet en: www.dir.ca.gov. Enlácese a la sección de Compensación para Trabajadores.

Los reclamos falsos y rechazos falsos del reclamo. Cualquier persona que haga o que ocasione que se haga una declaración o unarepresentación relevante intencionalmente falsa o fraudulenta, con el fin de obtener, o negar beneficios o pagos de compensación paratrabajadores, es culpable de un delito grave y puede resultar en una multa y encarcelación.

Es posible que su empleador o asegurador no sea responsible por el pago de beneficios de compensactión laboral debido a una lesión causadapor la participación voluntaria del empleado en cualquier actividad recreativa, social, o atlética fuera del trabajo que no sea parte de losdeberes laborales del empleado. DWC 7 (8/1/04)

ESTADO DE CALIFORNIA - DEPARTAMENTO DE RELACIONES INDUSTRIALESDivision De Compensación Al Trabajador

State of California Department of Industrial Relations Division of Labor Standards Enforcement

PAYDAY NOTICE

REGULAR PAYDAYS FOR EMPLOYEES OF________________________________ (FIRM NAME) SHALL BE AS FOLLOWS:

THIS IS IN ACCORDANCE WITH SECTIONS 204, 204A, 204B, 205, AND 205.5 OF THE CALIFORNIA LABOR CODE

BY TITLE DLSE 8 (REV. 06-02) PLEASE POST

AMBULANCE:

FIRE — RESCUE:

HOSPITAL:

PHYSICIAN:

ALTERNATE:

POLICE:

CAL/OSHA:

March 1990S-500

Posting is required by Title 8 Section 1512 (e), California Code of Regulations

State of CaliforniaDepartment of Industrial Relations

Cal/OSHA PublicationsP.O. Box 420603

San Francisco, CA 94142-0603

E M E R G E N C YE M E R G E N C Y

The Division of Labor Standards Enforcement believes that the sample posting below meets the requirements of Labor Code Section 1102.8(a). This document must be printed to 8.5 x 11 inch paper with margins no larger than one-half inch in order to conform to the statutory requirement that the lettering be larger than size 14 point type. �

���������������� ��������

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2

3

The time off for voting shall be only at the be-

ginning or end of the regular working shift,

whichever allows for the most free time for vot-

ing and the least time off from the regular work-

ing shift, unless otherwise mutually agreed.

If the employee on the third working day prior to the day of election,

knows or has reason to believe that time off will be necessary to be

able to vote on election day, the employee shall give the employer at

least two working days’ notice that time off for voting is desired, in

accordance with the provisions of this section.

1

SECRETARY OF STATE BRUCE McPHERSON

1500 11TH STREET, 5TH FLOOR

SACRAMENTO, CA 95814

Tel 916-657-2166 / Fax 916-653-3214

IF A VOTER DOES NOT HAVE SUFFI-

CIENT TIME OUTSIDE OF WORKING

HOURS TO VOTE AT A STATEWIDE

ELECTION, THE VOTER MAY, WITHOUT

LOSS OF PAY, TAKE OFF ENOUGH

working time which when added to the

voting time available outside of work-

ing hours will enable the voter to vote.

No more than two hours of the time

taken off for voting shall be without

loss of pay.

(California Elections Code Section 14000)

TIME OFF TO VOTE

CALIFORNIA SECRETARY OF STATE BRUCE McPHERSONElections Division ◆ 1500 11th Street, Sacramento, Ca 95814 ◆ Tel 916-657-2166 / Fax 916-653-3214 / Email elections@ss.ca.gov

NOTICE TO EMPLOYERS REGARDING EMPLOYEE TIME OFF FOR VOTING

Dear Employer:

As you know, state law (California Elections Code Section 14001) requires you to post a notice to youremployees advising them of provisions for taking paid leave for the purpose of voting in statewideelections.

A sample of this notice has been printed on the opposite side of this page for your convenience.

I also want to inform you of several points related to the statutory provisions for employee time off forvoting.

■ You must post this notice a minimum of 10 days before a statewide election. (Note:Statewide elections are regularly scheduled on the first Tuesday following the first Mon-day of March and November of even-numbered years. “Special” statewide elections mayalso be called but are not regularly scheduled. In general, a statewide election is definedas one in which all voters in the state have an opportunity to vote on at least one commonrace or issue.)

■ The notice must be posted either in the workplace or where it can be seen by employees asthey enter or exit their place of work.

■ Employees are eligible for paid time off for the purpose of voting only if they do not havesufficient time outside of working hours to vote. The intent of the law is to provide anopportunity to vote to workers who would not be able to do so because of their jobs.

■ Voting hours are from 7:00 a.m. to 8:00 p.m.■ Employees can be given as much time as they need in order to vote, but only a maximum

of two hours is paid.■ You may require employees to give advance notice that they will need additional time off

for voting.■ You may require time off to be taken only at the beginning or end of the employee’s shift.

I hope this information is useful to you. Please feel free to contact my office if I can be of furtherassistance.

Sincerely,

BRUCE McPHERSONSecretary of State

AnaheimConcordFoster CityFremont/San JoseFresnoLos AngelesModestoOaklandMonrovia/Pico RiveraSacramentoSan BernardinoSan DiegoSan FranciscoSanta RosaTorranceVan NuysVenturaWest Covina

HELP IS AVAILABLE:To learn more about job safety rules, you may contact the Cal/OSHA Consultation Service for free information, required forms and publications. You can also contact a local

district office of the Division of Occupational Safety and Health. If you prefer, you may retain a competent private consultant, or ask your workers’ compensation insurance carrierfor guidance in obtaining information.

OFFICES OF THE DIVISION OF OCCUPATIONAL SAFETY AND HEALTHHEADQUARTERS: 1515 Clay Street, Ste. 1901, Oakland, CA 94612 — Telephone (510) 286-7000

2100 East Katella Ave.–Suite 140, Anaheim 928061465 Enea Circle–Bldg. E, Suite 900, Concord 945201065 East Hillsdale Blvd.–Suite 110, Foster City 9440439141 Civic Center Dr. Suite 310, Fremont 945382550 Mariposa St.–Room 4000, Fresno 93721320 West Fourth St.–Room 850, Los Angeles 900131209 Woodrow–Suite C-4, Modesto 953501515 Clay St.–Suite 1301, Oakland 94612750 Royal Oaks Dr.–Suite 104, Monrovia 910162424 Arden Way–Suite 165, Sacramento 95825464 West Fourth St.–Suite 332, San Bernardino 924017575 Metropolitan Dr.–Suite 207, San Diego 92108121 Spear Street, Ste. 430, San Francisco 941051221 Farmers Lane–Suite 300, Santa Rosa 95405680 Knox St.–Suite 100, Torrance 905026150 Van Nuys Blvd.–Suite 405, Van Nuys 914011655 Mesa Verde Ave.–Room 150, Ventura 930031906 West Garvey Ave. S.–Suite 200, West Covina 91790

(714) 939-0145(925) 602-6517(650) 573-3812(510) 794-2521(559) 445-5302(213) 576-7451(209) 576-6260(510) 622-2916(626) 256-7913(916) 263-2800(909) 383-4321(619) 767-2280(415) 972-8670(707) 576-2388(310) 516-3734(818) 901-5403(805) 654-4581(626) 472-0046

WHAT AN EMPLOYER MUST DO:All employers must provide work and workplaces that are safe and healthful. In

other words, as an employer, you must follow state laws governing job safety andhealth. Failure to do so can result in a threat to the life or health of workers, andsubstantial monetary penalties.

You must display this poster so everyone on the job can be aware of basic rightsand responsibilities.

You must have a written and effective injury and illness prevention program foryour employees to follow.

You must be aware of hazards your employees face on the job and keep recordsshowing that each employee has been trained in the hazards unique to each jobassignment.

You must correct any hazardous condition that you know may result in seriousinjury to employees. Failure to do so could result in criminal charges, monetarypenalties, and even incarceration.

You must notify the nearest Cal/OSHA office of any serious injury or fatalityoccurring on the job. Be sure to do this immediately after calling for emergency helpto assist the injured employee. Failure to report a serious injury or fatality within 8hours can result in a minimum civil penalty of $5,000.

WHAT AN EMPLOYER MUST NEVER DO:Never permit an employee to do work that violates Cal/OSHA law.Never permit an employee to be exposed to harmful substances without

providing adequate protection.Never allow an untrained employee to perform hazardous work.

EMPLOYEES HAVE CERTAIN RIGHTS IN WORKPLACE SAFETY & HEALTH:As an employee, you (or someone acting for you) have the right to file a

complaint and request an inspection of your workplace if conditions there are unsafeor unhealthful. This is done by contacting the local district office of the Division ofOccupational Safety and Health (see list of offices). Your name is not revealed byCal/OSHA, unless you request otherwise.

You also have the right to bring unsafe or unhealthful conditions to the attentionof the Cal/OSHA investigator making an inspection of your workplace. Upon request,Cal/OSHA will withhold the names of employees who submit or make statementsduring an inspection or investigation.

Any employee has the right to refuse to perform work that would violate a Cal/OSHA or any occupational safety or health standard or order where such violationwould create a real and apparent hazard to the employee or other employees.

You may not be fired or punished in any way for filing a complaint about unsafeor unhealthful working conditions, or using any other right given to you by Cal/OSHAlaw. If you feel that you have been fired or punished for exercising your rights, youmay file a complaint about this type of discrimination by contacting the nearest officeof the Department of Industrial Relations, Division of Labor Standards Enforcement(State Labor Commissioner) or the San Francisco office of the U.S. Department ofLabor, Occupational Safety and Health Administration. (Employees of state or localgovernment agencies may only file these complaints with the State Labor Commis-sioner.) Consult your local telephone directory for the office nearest you.

EMPLOYEES ALSO HAVE RESPONSIBILITIES:To keep the workplace and your coworkers safe, you should tell your employer

about any hazard that could result in an injury or illness to people on the job.While working, you must always obey state job safety and health laws.

SPECIAL RULES APPLY IN WORK AROUND HAZARDOUS SUBSTANCES:Employers who use any substance listed as a hazardous substance in Section

339 of Title 8 of the California Code of Regulations, or subject to the Federal HazardCommunications Standard (29 CFR 1910.1200), must provide employees withinformation on the contents on Material Safety Data Sheets (MSDS), or equivalentinformation about the substance that trains employees to use the substance safely.

Employers shall make available on a timely and reasonable basis a Material SafetyData Sheet on each hazardous substance in the workplace upon request of an employee,an employee collective bargaining representative, or an employee’s physician.

Employees have the right to see and copy their medical records and records ofexposure to potentially toxic materials or harmful physical agents.

Employers must allow access by employees or their representatives to accuraterecords of employee exposures to potentially toxic materials or harmful physicalagents, and notify employees of any exposures in concentration or levels exceedingthe exposure limits allowed by Cal/OSHA standards.

Any employee has the right to observe monitoring or measuring of employeeexposure to hazards conducted pursuant to Cal/OSHA regulations.

WHEN CAL/OSHA COMES TO THE WORKPLACE:A trained Cal/OSHA safety engineer or industrial hygienist may periodically visit

the workplace to make sure your company is obeying job safety and health laws.An inspection will also be conducted when a legitimate complaint is filed by an

employee with the Division of Occupational Safety and Health.Cal/OSHA also goes to the workplace to investigate a serious injury or fatality.When an inspection begins, the Cal/OSHA investigator will show official

identification from the Division of Occupational Safety and Health.The employer, or someone the employer chooses, will be given an opportunity

to accompany the investigator during the inspection. A representative of theemployees will be given the same opportunity. Where there is no authorizedemployee representative, the investigator will talk to a reasonable number ofemployees about safety and health conditions at the workplace.

VIOLATIONS, CITATIONS & PENALTIES:If the investigation shows that the employer has violated a safety and health

standard or order, then the Division of Occupational Safety and Health issues acitation. Each citation specifies a date by which the violation must be abated. Anotice, which carries no monetary penalty, may be issued in lieu of a citation forcertain non-serious violations.

Citations carry penalties of up to $7,000 for each regulatory or general violationand up to $25,000 for each serious violation. Additional penalties of up to $7,000 perday for regulatory or general violations and up to $15,000 per day for seriousviolations may be proposed for each failure to correct a violation by the abatementdate shown on the citation. A penalty of not less than $5,000 nor more than $70,000may be assessed an employer who willfully violates any occupational safety andhealth standard or order. The maximum civil penalty that can be assessed for eachrepeat violation is $70,000. A willful violation that causes death or permanentimpairment of the body of any employee results, upon conviction, in a fine of not morethan $250,000, or imprisonment up to three years, or both and if the employer is acorporation or limited liability company the fine may not exceed $1.5 million.

The law provides that employers may appeal citations within 15 working daysof receipt to the Occupational Safety and Health Appeals Board.

An employer who receives a citation, Order to Take Special Action, or SpecialOrder must post it prominently at or near the place of the violation for three workingdays, or until the unsafe condition is corrected, whichever is longer, to warnemployees of danger that may exist there. Any employee may protest the timeallowed for correction of the violation to the Division of Occupational Safety and Healthor the Occupational Safety and Health Appeals Board.

District Offices

SAFETY AND HEALTH PROTECTIONON THE JOB State of California

Department of Industrial Relations

California law provides job safety and health protection for workers under the Cal/OSHA program. This poster explains the basic requirements and procedures for compliancewith the state’s job safety and health laws and regulations. The law requires that this poster be displayed. (Failure to do so could result in a penalty of up to $7,000.)

Enforcement of Cal/OSHA job safety and health standards is carried out by the Division of Occupational Safety and Health, under the California Department of Industrial Relations, which has primaryresponsibility for administering the Cal/OSHA program. Safety and health standards are promulgated by the Occupational Safety and Health Standards Board. Anyone desiring to register a complaintalleging inadequacy in the administration of the California Occupational Safety and Health Plan may do so by contacting the San Francisco Regional Office of the Occupational Safety and HealthAdministration (OSHA), U.S. Department of Labor (Tel: 415-975-4310). OSHA monitors the operation of state plans to assure that continued approval is merited. SEPTEMBER 2005

AnaheimSacramentoSanta RosaWest Covina

2100 East Katella Ave.–Suite 125, Anaheim 928062424 Arden Way–Suite 125, Sacramento 958251221 Farmers Lane–Suite E, Santa Rosa 954051906 West Garvey Ave. S.–Suite 200, West Covina 91790

(714) 939-8611(916) 263-2803(707) 576-2419(626) 472-0046

Regional Offices

Cal/OSHA Consultation Service

Area & Field Offices:(559) 454-1295

(510) 622-2891

(916) 263-0704

(909) 383-4567

(619) 767-2060

(818) 901-5754

(562) 944-9366

Headquarters: 2424 Arden Way–Suite 485, Sacramento CA 95825 — (916) 263-5765

1901 North Gateway Blvd.Suite 102, Fresno 93727

1515 Clay St.–Suite 1103Oakland 94612

2424 Arden Way–Suite 410Sacramento 95825

464 West Fourth St.–Suite 339San Bernardino 92401

7575 Metropolitan Dr.–Suite 204San Diego 92108

6150 Van Nuys Blvd.–Suite 307Van Nuys 91401

10350 Heritage Park Dr.–Suite 201Santa Fe Springs 90670

• Fresno/Central Valley

• Oakland/Bay Area

• Sacramento/Northern CA

• San Bernardino

• San Diego/Imperial Counties

• San Fernando Valley

• Santa Fe Springs/Los• Angeles/Orange County.

Sacramento 2424 Arden Way–Suite 485, Sacramento 95825 (916) 263-5750Regional Office