FREE Professional in Human Resources - California (PHRca) Compliance and Risk Management Questions and Answers

Question 1

An employee with a known disability provides a doctor's note requesting a modified work schedule. Under California's Fair Employment and Housing Act (FEHA), what is the employer's IMMEDIATE next step?

Accepted Answer

Engage in a timely, good-faith interactive process with the employee to discuss the request.

Answer

Consult with legal counsel to determine if the request constitutes an undue hardship.

Answer

Request the employee's complete medical file to validate the disability claim.

Answer

Inform the employee that the company cannot alter standard work schedules.

Question 2

A former employee of a company in California submits a written request to inspect their personnel file. According to California Labor Code section 1198.5, what is the maximum amount of time the employer has to make the file available for inspection?

Accepted Answer

30 calendar days

Answer

15 business days

Answer

21 calendar days

Answer

45 business days

Question 3

Which of the following is a key distinction between the federal WARN Act and the California WARN (Cal-WARN) Act regarding employer coverage?

Accepted Answer

The federal WARN Act only counts full-time employees, while Cal-WARN counts both full-time and part-time employees toward its threshold. [5, 19]

Answer

Federal WARN applies to employers with 50+ employees, while Cal-WARN applies to employers with 100+ employees.

Answer

Cal-WARN requires a 90-day notice period, whereas the federal WARN Act requires a 60-day notice.

Answer

Cal-WARN does not apply to plant relocations, only to mass layoffs and closures.

Question 4

An employer in California is preparing an employee's final paycheck. Which of the following deductions is generally PERMISSIBLE without the employee's written authorization?

Accepted Answer

A legally mandated wage garnishment order from a court.

Answer

The cost of a broken piece of equipment due to the employee's simple negligence.

Answer

A deduction for a cash register shortage that occurred on the employee's shift.

Answer

The cost of the employee's uniform that was not returned.

Question 5

A California employer with 25 employees must provide harassment prevention training. What are the minimum required training durations for non-supervisory and supervisory employees, respectively?

Accepted Answer

1 hour for non-supervisory, 2 hours for supervisory.

Answer

30 minutes for non-supervisory, 1 hour for supervisory.

Answer

1 hour for non-supervisory, 1 hour for supervisory.

Answer

2 hours for non-supervisory, 2 hours for supervisory.

Question 6

According to California Labor Code section 226, which of the following pieces of information is required to be included on an employee's itemized wage statement?

Accepted Answer

The name and address of the legal entity that is the employer. [8, 10]

Answer

The employer's Federal Employer Identification Number (FEIN).

Answer

The employee's full Social Security number.

Answer

The employee's date of hire.

An employee with a known disability provides a doctor's note requesting a modified work schedule.Under California's Fair Employment and Housing Act (FEHA), what is the employer's IMMEDIATE next step?

An employee with a known disability provides a doctor's note requesting a modified work schedule.
Under California's Fair Employment and Housing Act (FEHA), what is the employer's IMMEDIATE next step?