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

Question 1

A California employer with 50 employees, including 10 supervisors, must provide mandatory sexual harassment and abusive conduct prevention training.
To comply with state law (SB 1343), what are the minimum training duration requirements?

Accepted Answer

1 hour for non-supervisory employees and 2 hours for supervisory employees, to be completed every two years.

Answer

2 hours for all employees annually.

Answer

1 hour for all employees, 2 hours for supervisors, upon hire only.

Answer

30 minutes for non-supervisory employees and 1 hour for supervisory employees, every two years.

Question 2

An employee at a large tech company in California submits a formal request under the California Privacy Rights Act (CPRA) to their HR department, asking to know all categories of personal information the company has collected about them. What is the company's primary obligation regarding the timing of its response?

Accepted Answer

Provide the requested information within 45 days, with a possible 45-day extension if notice is given.

Answer

Deny the request, as internal employee data is fully exempt from the CPRA.

Answer

Inform the employee they can only make this request after their employment is terminated.

Answer

Provide the information within 10 business days, as it is considered an urgent personnel matter.

Question 3

A company is interviewing candidates for an accounting position in its Los Angeles office. According to the California Fair Chance Act ('Ban the Box'), which of the following actions is permissible?

Accepted Answer

Making a conditional offer of employment and then conducting a background check.

Answer

Asking about criminal convictions on the initial job application to screen candidates early.

Answer

Inquiring about a candidate's conviction history during the first interview.

Answer

Running a criminal background check on a finalist before making any job offer.

Question 4

An employee in a California warehouse sustains a minor cut. The shift supervisor, who is trained in first aid, cleans the wound with antiseptic wipes and applies a standard adhesive bandage. The employee immediately returns to their regular duties without any work restrictions. How should this incident be handled for Cal/OSHA recordkeeping purposes?

Accepted Answer

It is considered a 'first aid' only incident and is therefore not recordable on the Log 300.

Answer

It must be recorded on the Cal/OSHA Log 300 because it was a work-related injury.

Answer

It must be reported to the nearest Cal/OSHA district office within 8 hours.

Answer

It must be recorded on the Log 300 only if the employee later visits a doctor for the same injury.

Question 5

A private company headquartered in California had 150 employees throughout the 2025 calendar year. Under California's pay data reporting law (SB 1162), what is the company's primary reporting obligation to the state?

Accepted Answer

Submit a pay data report to the Civil Rights Department (CRD) by the second Wednesday of May 2026.

Answer

The company has no reporting obligation as the threshold is 250 employees.

Answer

Post an EEO-1 report in a conspicuous place for all employees to view.

Answer

Submit a pay data report to the federal Equal Employment Opportunity Commission (EEOC) only.

Question 6

Which of the following statements best describes a key feature of a lawsuit filed under California's Private Attorneys General Act (PAGA)?

Accepted Answer

It is a 'qui tam' style action where an employee sues on behalf of the state to enforce the Labor Code.

Answer

It is a class-action lawsuit where employees must meet strict certification requirements to proceed.

Answer

The suing employee primarily seeks to recover personal damages like lost wages or emotional distress.

Answer

The employer can require the employee to resolve the PAGA claim through individual arbitration.