FREE Professional in Human Resources - California (PHRca) CA Employment and Staffing Questions and Answers

Question 1

An employer is hiring for a junior accountant position that does not involve signatory authority over company accounts or access to cash over $10,000.
To comply with California's restrictions on using credit reports for employment purposes, which of the following is required BEFORE the employer can obtain a consumer credit report on a candidate?

Accepted Answer

The employer cannot obtain a credit report for this type of position under any circumstances.

Answer

The employer must first provide the candidate with a conditional offer of employment.

Answer

The employer must obtain verbal consent from the candidate during the final interview.

Answer

The employer must provide written notice to the candidate that a report will be obtained for employment purposes.

Question 2

A non-exempt employee at a restaurant in a city with a $17.00/hour minimum wage earns a regular rate of $18.00/hour. The employee works a split shift: 11:00 AM to 2:00 PM and then 6:00 PM to 10:00 PM, totaling 7 hours. How much, if any, split shift premium pay is the employee owed for that day?

Accepted Answer

$16.00, which is the difference between their total minimum compensation due and their regular earnings.

Answer

$18.00, which is one hour at their regular rate.

Answer

$17.00, which is one full hour at the local minimum wage.

Answer

$0, because their regular rate is already above the minimum wage.

Question 3

Which of the following statements most accurately reflects the enforceability of a standard non-compete agreement for a software engineer in a California employment contract?

Accepted Answer

It is void and unenforceable, as it is considered a restraint of trade.

Answer

It is enforceable if the employee had access to trade secrets and proprietary information.

Answer

It is enforceable if it is limited to a reasonable geographic area and duration, such as one year.

Answer

It is enforceable if the employee receives additional monetary consideration for signing it.

Question 4

Under California Labor Code § 226, employers must provide employees with an itemized wage statement (pay stub) with each payment of wages. Which of the following is NOT a required item on the statement for a non-exempt, hourly employee?

Accepted Answer

The employee's full Social Security number.

Answer

All applicable hourly rates in effect during the pay period and the hours worked at each rate.

Answer

The name and address of the legal entity that is the employer.

Answer

The inclusive dates for which the employee is being paid.

Question 5

A company with 50 employees is setting up a lactation room to comply with California law. To be compliant, the room must be safe, clean, and free of hazardous materials. Which of the following is also a specific requirement for the space?

Accepted Answer

It must have a place to sit and access to electricity.

Answer

It must have a locking deadbolt and soundproof walls.

Answer

It must be permanently designated for lactation and cannot be used for any other purpose.

Answer

It must be a multi-purpose wellness or prayer room that can be reserved.

Question 6

An employee at a California company with 25 employees has worked for the company for 120 days. The employee requests time off to serve as an organ donor. Under California's organ and bone marrow donor leave law, what is the employer's obligation?

Accepted Answer

Provide up to 30 business days of paid leave for the organ donation.

Answer

Provide up to 12 weeks of unpaid, job-protected leave under CFRA.

Answer

Deny the leave, as the employee has not yet worked for one year.

Answer

Provide unpaid leave, but allow the employee to use any accrued vacation or sick time.