FREE Professional in Human Resources - California (PHRca) Leaves of Absence and Benefits Questions and Answers

Question 1

An employee works for a company in California with 25 employees.
The employee has worked for the company for 18 months and has accumulated over 1,500 hours in the past 12 months.
The employee's sibling has a serious health condition, and the employee needs to take time off to provide care.
Under the California Family Rights Act (CFRA), which of the following is true?

Accepted Answer

The employee is eligible for up to 12 weeks of job-protected leave to care for their sibling.

Answer

The employee is not eligible for CFRA leave because the family member is a sibling.

Answer

The employee is only eligible for CFRA leave if the employer has 50 or more employees.

Answer

The employee can take the leave, but it will run concurrently with federal FMLA, limiting future leave options.

Question 2

An employee in California is eligible for Paid Family Leave (PFL) benefits to bond with a new child. Which statement accurately describes the PFL program?

Accepted Answer

PFL provides up to 8 weeks of partial wage replacement but does not, by itself, provide job protection.

Answer

PFL provides 12 weeks of full wage replacement and guarantees job protection.

Answer

PFL is an unpaid leave benefit that runs concurrently with CFRA.

Answer

PFL claims are subject to a seven-day, unpaid waiting period before benefits begin.

Question 3

Under California's Kin Care law, an eligible employee who has accrued 48 hours of paid sick leave for the year is entitled to use how much of that leave to care for a sick family member?

Accepted Answer

Up to 24 hours.

Answer

The entire 48 hours.

Answer

Up to three days, as designated by the employer.

Answer

None, as sick leave is only for the employee's own illness.

Question 4

An employee of a company with 150 employees in California is pregnant. She takes 4 months of job-protected Pregnancy Disability Leave (PDL) due to a pregnancy-related disability. Once she is no longer disabled and has given birth, how much additional job-protected leave is she entitled to under the California Family Rights Act (CFRA) for baby bonding?

Accepted Answer

Up to 12 additional weeks of CFRA leave.

Answer

None, as her leave entitlement was exhausted under PDL.

Answer

The remainder of her 12-week FMLA entitlement.

Answer

Up to 8 weeks, which must run concurrently with Paid Family Leave.

Question 5

Which of the following is a valid reason for an employee to use California's mandatory Paid Sick Leave?

Accepted Answer

For the diagnosis, care, or treatment of an existing health condition for the employee's grandchild.

Answer

To attend a professional development seminar.

Answer

To take a pre-planned, two-week vacation.

Answer

To extend a holiday weekend by one day.

Question 6

An employer with 30 employees in California must provide an employee time off if they are a victim of a crime. Which of the following is true regarding this type of leave?

Accepted Answer

The employee can take unpaid time off to appear in court to obtain a restraining order.

Answer

The leave is paid by the employer for up to 10 business days.

Answer

The employer is only required to provide this leave if the crime occurred at the workplace.

Answer

This leave is only available to victims of domestic violence and not other crimes.