PHRca FREE Professional in Human Resources - California (PHRca) CA Leaves and Benefits Questions and Answers 2 — Questions and Answers
Question 1: Under California's Paid Family Leave (PFL) program, what is the maximum duration of wage replacement benefits an employee can receive?
- Up to 8 weeks (Correct answer)
- Up to 12 weeks
- Up to 6 weeks
- Up to 4 weeks
Correct answer: Up to 8 weeks
California PFL provides up to 8 weeks of partial wage replacement for employees who need time off to care for a seriously ill family member or bond with a new child.
Question 2: Which of the following is TRUE about California's Pregnancy Disability Leave (PDL)?
- PDL provides up to 4 months of job-protected leave (Correct answer)
- PDL only applies to employers with 50 or more employees
- PDL requires the employee to have worked for at least 12 months
- PDL benefits are funded entirely by the employer
Correct answer: PDL provides up to 4 months of job-protected leave
California PDL provides up to four months of job-protected leave for employees disabled by pregnancy, childbirth, or related medical conditions, and applies to employers with 5 or more employees.
Question 3: An employee in California requests time off to donate an organ. Under California law, which statement is correct?
- The employee is entitled to up to 30 business days of paid leave for organ donation (Correct answer)
- The employee must use all accrued PTO before taking organ donation leave
- Organ donation leave is only available at employers with 50+ employees
- The employer may deny the request if it causes undue hardship
Correct answer: The employee is entitled to up to 30 business days of paid leave for organ donation
California law requires employers with 15 or more employees to provide up to 30 business days of paid leave for organ donation and up to 5 days for bone marrow donation.
Question 4: Under California's Healthy Workplaces, Healthy Families Act, how do paid sick leave accrual requirements apply?
- Employees accrue at least 1 hour of sick leave for every 30 hours worked (Correct answer)
- Employees accrue at least 1 hour of sick leave for every 40 hours worked
- Sick leave accrual begins after 90 days of employment
- Only full-time employees are eligible for paid sick leave
Correct answer: Employees accrue at least 1 hour of sick leave for every 30 hours worked
California law mandates that employees accrue at least 1 hour of paid sick leave for every 30 hours worked, and this applies to virtually all employees including part-time and temporary workers.
Question 5: How does the California Family Rights Act (CFRA) differ from the federal FMLA regarding qualifying reasons for leave?
- CFRA covers leave to bond with a child of a domestic partner, while FMLA does not (Correct answer)
- CFRA requires a longer period of employment eligibility than FMLA
- CFRA provides a longer total leave duration than FMLA
- CFRA only applies to employers with 50 or more employees
Correct answer: CFRA covers leave to bond with a child of a domestic partner, while FMLA does not
CFRA extends family leave protections to include bonding with a child of a domestic partner, which is not a qualifying reason under the federal FMLA.
Question 6: What is the employer threshold for compliance with California's CFRA as amended by SB 1383?
- 5 or more employees (Correct answer)
- 15 or more employees
- 25 or more employees
- 50 or more employees
Correct answer: 5 or more employees
SB 1383 expanded CFRA coverage to employers with 5 or more employees, significantly lowering the previous threshold of 50 employees.
PHRca FREE Professional in Human Resources - California (PHRca) CA Leaves and Benefits Questions and Answers 2
Under California's Paid Family Leave (PFL) program, what is the maximum duration of wage replacement benefits an employee can receive?