An alternative workweek can suspend the 8-hour rule — if it's properly adopted.
Under Cal. Labor Code § 511, employers may adopt alternative workweek schedules (4×10, 9/80, etc.) that suspend the 8-hour daily OT rule. But the requirements are strict: a 2/3 secret-ballot vote of affected employees, registration with the Division of Labor Statistics and Research, and procedural compliance. AWS that fails any requirement is invalid — and daily OT applies retroactively.
Alternative Workweek Schedule (AWS)
Verifies that any AWS in use is properly adopted (2/3 secret-ballot, DLSR-registered, procedurally compliant) before suspending daily-OT calculations. Improperly adopted AWS reverts to standard rules.
What the rule does when an employer attempts to use AWS.
The hero card configuration: Critical on AWS validation, Flag on schedules using the exception. Here's what each does at runtime.
Before applying AWS rules to a workgroup, Teambridge requires evidence of (1) the secret-ballot result with 2/3+ approval, (2) DLSR registration confirmation, and (3) the schedule structure. Missing any of these reverts the workgroup to standard daily-OT rules.
Schedules using AWS-based hour structures (e.g., 10-hour days without daily OT) tag explicitly. The flag preserves audit trail showing why daily OT didn't apply on a specific shift.
Deploy CA AWS validation in your Teambridge.
Tell us about your workforce. We'll spin up California's alternative workweek validation — alongside the other 20 California policies — in a sandbox tenant.
Procedure matters as much as the schedule.
Most AWS challenges aren't about whether 4×10 is allowed — it is. The challenges are about whether the adoption procedure was followed. A properly adopted AWS suspends daily OT; an improperly adopted one is worth nothing in court.
Three procedural requirements
(1) Secret-ballot vote with at least 2/3 approval among affected employees in the work unit. (2) Written schedule meeting Wage Order requirements. (3) Registration with DLSR (forms publicly available). All three must be in place before AWS rules apply.
Daily threshold becomes the AWS day
Under a properly adopted 4×10, daily OT begins at hour 11 (not 9). Under 9/80, daily OT begins at hour 10. Hours past the AWS schedule's daily limit still earn 1.5×. Hours past 12 still earn 2× (double time is non-waivable).
Teambridge verifies AWS validity before applying its rules.
AWS adoption is a one-time process, but the audit trail must persist. Teambridge stores adoption documentation alongside the schedule configuration.
Ballot results and DLSR registration on file.
Before AWS can be configured, Teambridge requires upload of (1) the secret-ballot tally, (2) DLSR registration confirmation, (3) the documented schedule. Missing artifacts block AWS configuration.
Only the voting work unit is covered.
AWS applies only to the work unit that voted. Workers in other units, even at the same employer, get standard daily-OT rules. Teambridge enforces this by workgroup, not by employer.
Hours past the AWS day pay 1.5× / 2×.
If a worker on a 4×10 AWS works 11 hours one day, hour 11 pays 1.5×. If they work 13 hours, hours 11-12 pay 1.5× and hour 12.01+ pays 2×. AWS suspends the 8-hour threshold but not the 12-hour double-time threshold.
DLSR re-registration as required.
Some AWS implementations require periodic re-registration. Teambridge tracks the registration date and surfaces upcoming expiration so HR can plan re-votes proactively.
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