PHRca Professional in Human Resources-California MCQ 4 — Questions and Answers
Question 1: Under California's pregnancy disability leave (PDL), how much leave is an eligible employee entitled to?
- 6 weeks
- 12 weeks
- 4 months (up to 17⅓ weeks) (Correct answer)
- 6 months
Correct answer: 4 months (up to 17⅓ weeks)
California's PDL provides up to 4 months (approximately 17⅓ weeks) of leave for pregnancy disability, separate from CFRA leave.
Question 2: Which of the following best describes California's 'ban the box' law (AB 1008) requirements?
- Employers may not ask about criminal history before a conditional job offer (Correct answer)
- Criminal history questions are banned entirely from job applications
- Employers must hire applicants regardless of criminal history
- Only public employers are prohibited from asking about criminal history
Correct answer: Employers may not ask about criminal history before a conditional job offer
AB 1008 prohibits most California employers from inquiring about criminal history until after a conditional job offer has been extended.
Question 3: Under California's final paycheck rules, if an employee resigns with at least 72 hours' notice, when must they receive their final pay?
- Within 72 hours
- On their last day of work (Correct answer)
- On the next regular payday
- Within 3 business days after resignation
Correct answer: On their last day of work
If an employee gives at least 72 hours' notice of resignation, California Labor Code §202 requires final pay be provided on the last day of work.
Question 4: A California employer wants to implement a mandatory arbitration agreement for new hires. Under AB 51, what is the rule?
- Mandatory arbitration agreements are fully enforceable in California
- Employers cannot require employees to waive their right to a jury trial as a condition of employment (Correct answer)
- Arbitration agreements are permitted if employees are given 10 days to opt out
- Mandatory arbitration is only prohibited for discrimination claims
Correct answer: Employers cannot require employees to waive their right to a jury trial as a condition of employment
California's AB 51 prohibits employers from requiring employees to sign arbitration agreements as a condition of employment, though its interaction with federal preemption has been subject to litigation.
Question 5: Under California's rest period law, how often must employers provide rest breaks to non-exempt employees?
- One 10-minute rest break for every 4 hours worked or major fraction thereof (Correct answer)
- One 15-minute break per 4-hour period
- One 10-minute break per 3 hours worked
- Breaks are required only for shifts exceeding 6 hours
Correct answer: One 10-minute rest break for every 4 hours worked or major fraction thereof
California IWC Wage Orders require a 10-minute paid rest break for every 4 hours worked or major fraction thereof.
Question 6: Under California Labor Code §1102.5, which type of disclosure is protected from retaliation?
- Only disclosures made to a government agency
- Disclosures of information the employee reasonably believes violates a law, rule, or regulation (Correct answer)
- Only disclosures made through internal HR channels
- Disclosures of trade secrets to competitors
Correct answer: Disclosures of information the employee reasonably believes violates a law, rule, or regulation
Labor Code §1102.5 protects employees who disclose information they reasonably believe reveals a violation of law, regulation, or rule to various parties including supervisors and government agencies.
Question 7: Which of the following statements about California's mandatory sexual harassment prevention training is correct?
- Only supervisors at companies with 50+ employees must be trained
- Supervisors must complete 2 hours and non-supervisors 1 hour of training every 2 years (Correct answer)
- Training is only required after a harassment complaint is filed
- Only new hires need to complete harassment training
Correct answer: Supervisors must complete 2 hours and non-supervisors 1 hour of training every 2 years
SB 1343 requires supervisors to complete 2 hours of sexual harassment prevention training and non-supervisory employees to complete 1 hour, both every two years.
PHRca Professional in Human Resources-California MCQ 4
Under California's pregnancy disability leave (PDL), how much leave is an eligible employee entitled to?