PHRca - Professional in Human Resources - California Professional in Human Resources-California 1 — Questions and Answers
Question 1: Under California law, when must a final paycheck be provided to an employee who is involuntarily terminated?
- Within 72 hours of termination
- On the next regular payday
- Immediately at the time of termination (Correct answer)
- Within 30 days of termination
Correct answer: Immediately at the time of termination
California Labor Code Section 201 requires that employees who are involuntarily discharged must receive their final paycheck immediately at the time of termination, including all earned but unpaid wages and accrued vacation.
Question 2: Under the California WARN Act, employers with 75 or more full-time or part-time employees must provide how many days of advance notice before a mass layoff, relocation, or plant closure?
- 30 days
- 45 days
- 60 days (Correct answer)
- 90 days
Correct answer: 60 days
The California WARN Act (Labor Code Section 1400 et seq.) requires covered employers to provide 60 days advance written notice before ordering a mass layoff, relocation, or plant closure, which is the same as the federal WARN Act notice period.
Question 3: California's Fair Employment and Housing Act (FEHA) requires employers with how many or more employees to provide sexual harassment prevention training to non-supervisory employees?
- 5 employees (Correct answer)
- 15 employees
- 25 employees
- 50 employees
Correct answer: 5 employees
Under SB 1343, California requires employers with 5 or more employees to provide at least 1 hour of sexual harassment and abusive conduct prevention training to non-supervisory employees every two years, and 2 hours to supervisors.
Question 4: Which California law generally requires employers to provide non-exempt employees with a paid 10-minute rest period for every how many hours worked?
- Every 2 hours
- Every 3 hours or major fraction thereof
- Every 4 hours or major fraction thereof (Correct answer)
- Every 5 hours
Correct answer: Every 4 hours or major fraction thereof
California Industrial Welfare Commission (IWC) Wage Orders require employers to authorize and permit a paid 10-minute rest period for every 4 hours worked, or major fraction thereof. Failure to provide this rest period triggers a one-hour premium pay penalty.
Question 5: Under California's Paid Sick Leave law (Healthy Workplaces, Healthy Families Act), after how many days of employment does an employee become eligible to use accrued paid sick leave?
- 30 days
- 60 days
- 90 days (Correct answer)
- 120 days
Correct answer: 90 days
California's paid sick leave law (AB 1522) provides that employees begin accruing sick leave on their first day of employment but may not use it until they have been employed for 90 days.
Question 6: Under California law, which of the following is a protected characteristic under FEHA that is NOT explicitly protected under federal Title VII?
- Race
- National origin
- Marital status (Correct answer)
- Religion
Correct answer: Marital status
California's FEHA provides broader protections than federal Title VII. Marital status is a protected characteristic under FEHA but is not explicitly covered by Title VII. Other FEHA-exclusive protections include sexual orientation, gender identity, and military and veteran status.
PHRca - Professional in Human Resources - California Professional in Human Resources-California 1
Under California law, when must a final paycheck be provided to an employee who is involuntarily terminated?