PHRca CA Leaves and Benefits 4 — Questions and Answers
Question 1: Cal-COBRA differs from federal COBRA in that Cal-COBRA extends continuation coverage for employees of small employers (2–19 employees) for up to:
- 18 months
- 29 months
- 36 months (Correct answer)
- 12 months
Correct answer: 36 months
Cal-COBRA allows qualified beneficiaries of small employers (2–19 employees) to continue coverage for up to 36 months.
Question 2: Under California workers' compensation law, an employer's obligation to provide workers' compensation insurance begins:
- After hiring the second employee
- From the date the first employee is hired (Correct answer)
- Only after the employer has a payroll exceeding $10,000
- After 90 days of business operation
Correct answer: From the date the first employee is hired
California requires workers' compensation coverage from the moment an employer hires their first employee.
Question 3: A California employee must be granted unpaid leave to vote if they do not have sufficient time outside working hours to vote. The employer may require the employee to take time off only at:
- The beginning or end of the work shift (Correct answer)
- The middle of the work shift only
- Any time chosen by the employee
- Times designated by the employer regardless of shift
Correct answer: The beginning or end of the work shift
California law allows employers to require that voting leave be taken at the beginning or end of the shift to minimize disruption.
Question 4: California's paid organ donor leave law requires employers with 15 or more employees to provide how many days of paid leave per year?
- 5 days
- 10 days (Correct answer)
- 30 days
- 15 days
Correct answer: 10 days
California Labor Code 1510 requires employers with 15+ employees to provide up to 30 business days of paid leave for organ donation and up to 5 days for bone marrow donation; among choices the bone marrow answer is 5 days.
Question 5: Under California's Military Spouse Leave law (Labor Code 395.10), an employee whose spouse is deployed must be employed by an employer with at least how many employees to qualify?
- 5 employees
- 15 employees
- 25 employees
- 50 employees (Correct answer)
Correct answer: 50 employees
California's Military Spouse Leave law (Labor Code 395.10) applies to employers with 25 or more employees.
Question 6: California's WARN Act requires employers with 75 or more full- or part-time employees to give at least how many days advance notice before a mass layoff?
- 30 days
- 45 days
- 60 days (Correct answer)
- 90 days
Correct answer: 60 days
California's WARN Act requires 60 days' advance written notice for covered mass layoffs, plant closings, or relocations.
Question 7: Which California law requires employers to permit employees to take leave if they or a family member is a victim of domestic violence, sexual assault, or stalking?
- Labor Code Section 230 (Correct answer)
- Government Code Section 12945
- Labor Code Section 233
- Health and Safety Code Section 1256
Correct answer: Labor Code Section 230
California Labor Code Section 230 and 230.1 protect employees who are victims of domestic violence, sexual assault, or stalking from adverse employment action for taking related leave.
PHRca CA Leaves and Benefits 4
Cal-COBRA differs from federal COBRA in that Cal-COBRA extends continuation coverage for employees of small employers (2–19 employees) for up to: