PHRca CA Leaves and Benefits 4

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:

Accepted Answer

36 months

Answer

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:

Accepted Answer

From the date the first employee is hired

Answer

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:

Accepted Answer

The beginning or end of the work shift

Answer

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?

Accepted Answer

10 days

Answer

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?

Accepted Answer

50 employees

Answer

California's Military Spouse Leave law (Labor Code 395.10) applies to employers with 25 or more employees.

PHRca - Professional in Human Resources - California Practice Test

PHRca - Professional in Human Resources - California Practice Test

PHRca CA Leaves and Benefits 4