PHRca Leaves of Absence and Benefits 3

Question 1

Cal-COBRA allows qualified beneficiaries of small group health plans (2–19 employees) to continue coverage for how long?

Accepted Answer

36 months

Answer

Cal-COBRA (Insurance Code Section 10128 et seq.) provides qualified beneficiaries of small group plans up to 36 months of continuation coverage, exceeding federal COBRA's 18-month maximum.

Question 2

During Pregnancy Disability Leave, what obligation does an employer have regarding the employee's group health coverage?

Accepted Answer

Must maintain group health coverage under the same terms as if the employee continued working

Answer

During PDL, the employer must continue the employee's group health benefits under the same terms and conditions as if she had remained actively employed.

Question 3

What is the deadline for filing a California Paid Family Leave (PFL) claim with the EDD?

Accepted Answer

41 days from the first day of wages lost due to qualifying leave

Answer

PFL claims must generally be filed within 41 days of the first compensable day (first day of lost wages) to avoid claim denial.

Question 4

How is California's Paid Family Leave (PFL) program funded?

Accepted Answer

Solely through employee SDI payroll deductions

Answer

California PFL is funded entirely through employee payroll deductions as part of the SDI program; employers make no contribution to PFL.

Question 5

Which scenario meets the CFRA definition of a 'serious health condition'?

Accepted Answer

Inpatient care requiring at least one overnight hospital stay

Answer

CFRA defines a serious health condition to include inpatient care in a hospital, hospice, or residential medical facility, or any condition requiring continuing treatment by a healthcare provider.

PHRca - Professional in Human Resources - California Practice Test

PHRca - Professional in Human Resources - California Practice Test

PHRca Leaves of Absence and Benefits 3