PHRCA Hiring and Onboarding Practices Questions and Answers

Question 1

A California company with 10 employees is hiring for a non-managerial accounting position that involves handling more than $10,000 in cash on a regular basis.
The company wants to run a consumer credit report as part of its pre-employment screening process.
Under California law, what must the employer do BEFORE obtaining the report?

Accepted Answer

Notify the applicant in writing that a credit report will be obtained and specify the permitted exception under the law.

Answer

Obtain verbal consent from the applicant and inform them that a report will be run.

Answer

Proceed with the credit check, as the position's duties create an automatic exception.

Answer

Request the applicant's salary history to correlate with the financial responsibilities of the role.

Question 2

According to California's Fair Chance Act (Ban the Box), at which stage of the hiring process is an employer with 15 employees permitted to ask a candidate about their criminal conviction history?

Accepted Answer

After a conditional offer of employment has been made.

Answer

On the initial job application, but only if the question is optional.

Answer

During the first interview, to save time for both parties.

Answer

At any time, as long as the employer applies the policy consistently to all applicants.

Question 3

Which of the following documents must a California employer provide to all new hires at the time of hiring to comply with state-specific onboarding requirements?

Accepted Answer

The Disability Insurance Provisions pamphlet (DE 2515).

Answer

A copy of the employee's most recent performance review from their previous employer.

Answer

A list of all current employees and their job titles.

Answer

The company's annual financial report.

Question 4

An interviewer for a company in San Francisco is impressed with a candidate's experience but is concerned about their potential commute. Which of the following questions is a lawful way to address this concern during the pre-offer stage?

Accepted Answer

"Are you able to meet the attendance requirements for this position, including starting at 8:00 AM daily?"

Answer

"Do you live nearby, and what is your home address?"

Answer

"What is your marital status and do you have children that might affect your commute?"

Answer

"Given the high cost of living, what was your compensation at your last job?"

Question 5

A California employer receives a Notice of Inspection from a federal immigration agency to review the company's Forms I-9. Under state law, what is the employer's primary obligation regarding its current employees?

Accepted Answer

The employer must provide a written notice of the inspection to all current affected employees within 72 hours.

Answer

The employer must immediately terminate any employee whose documentation appears questionable.

Answer

The employer is only required to cooperate with the federal agency and has no obligation to employees.

Answer

The employer must give all employees 30 days to provide updated work authorization documents.

Question 6

An agricultural employer in California hires a new group of seasonal workers whose primary language is Spanish. When providing the mandatory Wage Theft Protection Act notice (Labor Code 2810.5), what must the employer do?

Accepted Answer

Provide the notice in Spanish, as it is the language the employer normally uses to communicate with the employees.

Answer

Provide the notice only in English, as it is the official template from the state.

Answer

Verbally explain the terms of employment in Spanish and have an interpreter sign the English notice.

Answer

Provide the notice in English, but only after the employee has worked for 30 days.