PHRca CA HR Strategy, Training, and Total Rewards 1 — Questions and Answers
Question 1: Under California's WARN Act (Cal-WARN), what is the minimum number of employees an employer must have for the Act to apply?
- 50
- 75 (Correct answer)
- 100
- 150
Correct answer: 75
California's WARN Act applies to employers with 75 or more employees, a lower threshold than the federal WARN Act's 100-employee requirement, reflecting California's broader worker protections.
Question 2: Under California's WARN Act, how many days of advance written notice must employers provide before a qualifying mass layoff of 50 or more employees?
- 30 days
- 45 days
- 60 days (Correct answer)
- 90 days
Correct answer: 60 days
California's WARN Act requires a minimum of 60 days advance written notice before mass layoffs, plant closings, or relocations affecting 50 or more employees.
Question 3: Which of the following best describes the strategic HR function of succession planning?
- Planning employee terminations and severance packages
- Identifying and developing internal talent to fill key leadership positions (Correct answer)
- Creating seniority lists for union agreements
- Documenting procedures for wage progression increases
Correct answer: Identifying and developing internal talent to fill key leadership positions
Succession planning involves identifying and developing internal candidates to fill critical leadership roles, ensuring organizational continuity when vacancies arise.
Question 4: What is the primary purpose of conducting a workforce gap analysis in strategic HR planning?
- To identify salary inequities between employees
- To determine the difference between current workforce capabilities and future organizational needs (Correct answer)
- To analyze gaps in employee benefit coverage
- To review gaps in workplace safety compliance
Correct answer: To determine the difference between current workforce capabilities and future organizational needs
A workforce gap analysis compares current workforce skills and capacity to what will be needed to achieve future organizational goals, guiding hiring and development decisions.
Question 5: Under California Labor Code Section 2810.5, when must employers provide new employees with the required wage and employment information notice?
- Within 30 days of hire
- At the time of hire (Correct answer)
- During the first performance review
- Only when requested by the employee
Correct answer: At the time of hire
California Labor Code Section 2810.5 requires employers to provide a written notice containing wage rates, employer details, and workers' compensation carrier information at the time of hire.
Question 6: Which California agency administers the Employment Training Panel (ETP), a program that provides employer funding for workforce skills training?
- California Labor Commissioner's Office
- California Department of Industrial Relations
- California Workforce Development Board (Correct answer)
- Employment Development Department (EDD)
Correct answer: California Workforce Development Board
The California Workforce Development Board oversees the ETP, which provides funding to employers for job skills training to retain employees and keep businesses competitive.
PHRca CA HR Strategy, Training, and Total Rewards 1
Under California's WARN Act (Cal-WARN), what is the minimum number of employees an employer must have for the Act to apply?