PHRca FREE Professional in Human Resources - California (PHRca) Employee Relations and Lifecycle Questions and Answers 2

Question 1

Under California law, what is the maximum probationary period an employer can set before an employee gains certain protections under a collective bargaining agreement?

Accepted Answer

90 days

Answer

30 days

Answer

60 days

Answer

180 days

Question 2

Which California agency is primarily responsible for investigating workplace retaliation claims filed by employees?

Accepted Answer

California Labor Commissioner's Office

Answer

Department of Industrial Relations

Answer

Division of Occupational Safety and Health

Answer

Department of Fair Employment and Housing

Question 3

When conducting a workplace investigation in California, which of the following is an employer legally required to do?

Accepted Answer

Conduct a fair, thorough, and timely investigation

Answer

Allow the accused employee to have legal counsel present during interviews

Answer

Complete the investigation within 30 calendar days

Answer

Provide the complainant with a copy of the final investigation report

Question 4

In California, which document must an employer provide to an employee at the time of separation from employment?

Accepted Answer

A Notice to Employee as to Change in Relationship (EDD form)

Answer

A severance agreement

Answer

A non-compete acknowledgment

Answer

A letter of recommendation

Question 5

Under California's WARN Act (Cal-WARN), how many days of advance notice must a covered employer give before a mass layoff?

Accepted Answer

60 days

Answer

30 days

Answer

90 days

Answer

120 days

Question 6

Which of the following best describes California's stance on non-compete agreements in the employment context?

Accepted Answer

They are generally void and unenforceable

Answer

They are enforceable if limited to one year

Answer

They are enforceable only for executive-level employees

Answer

They are enforceable if the employee receives additional compensation