FREE Professional in Human Resources - California (PHRca) CA Leave Laws Questions and Answers

Question 1

An employee has worked for a California employer with 60 employees for 10 months and has accrued 30 days of vacation leave.
The employee requests to take 5 days of vacation leave.
The employer denies the request, stating they prefer employees not take vacation until after their first year of employment.
Which of the following statements is true regarding this situation under California law?

Accepted Answer

The employer must allow the employee to take the accrued vacation leave as requested, assuming proper notice was given and it doesn't cause undue hardship.

Answer

The employer can deny the request because company policy states employees must wait a year before taking vacation.

Answer

The employer can deny the request if they provide a valid business reason unrelated to the employee's eligibility.

Answer

The employee is not yet eligible to use accrued vacation leave until 12 months of service have passed.

Question 2

Under the California Family Rights Act (CFRA), which of the following is a qualifying reason for an eligible employee to take protected leave?

Accepted Answer

To care for a domestic partner with a serious health condition.

Answer

To care for a grandparent with a serious health condition.

Answer

To attend a child's school play or parent-teacher conference.

Answer

To grieve the loss of a close friend.

Question 3

A California employee works for an employer with 40 employees. The employee needs to take time off to serve as a juror. What is the employer's obligation regarding payment for this time off?

Accepted Answer

The employer is not required to pay the employee for time spent on jury duty, but the employee is protected from discharge or discrimination.

Answer

The employer must pay the employee their regular wages for up to 3 days of jury duty.

Answer

The employer must pay the employee the difference between their regular wages and the juror fees received.

Answer

The employer must pay the employee for all time spent on jury duty, up to a maximum of 10 days per year.

Question 4

An employer in California has 15 employees. An employee requests 5 days of leave to care for their newborn child. Which California leave law is most likely to apply to this employee's request for parental bonding leave?

Accepted Answer

New Parent Leave Act (NPLA)

Answer

California Family Rights Act (CFRA)

Answer

Family and Medical Leave Act (FMLA)

Answer

Paid Family Leave (PFL) through the EDD

Question 5

What is the maximum amount of paid sick leave an employer with 25 employees can cap an employee's annual usage at under California's Healthy Workplaces, Healthy Families Act of 2014?

Accepted Answer

48 hours or 6 days

Answer

40 hours or 5 days

Answer

24 hours or 3 days

Answer

72 hours or 9 days

Question 6

Which of the following scenarios correctly describes an employee's entitlement under California's Kin Care law?

Accepted Answer

An employee can use up to half of their accrued and available paid sick leave to care for a qualifying family member.

Answer

An employee can use up to 40 hours of their accrued vacation leave per year for kin care purposes.

Answer

An employee can take an unlimited amount of unpaid leave to care for a sick family member, provided they have worked for the employer for at least one year.

Answer

Kin Care allows employees to take paid leave for any family member, regardless of their health condition.