PHRca Trivia 5 — Questions and Answers
Question 1: California's Kin Care law allows employees to use accrued sick leave to care for which family members?
- Spouse and children only
- Spouse, children, and parents only
- Any family member covered under the same health plan
- Any person for whom the employee would show affection comparable to a family member (Correct answer)
Correct answer: Any person for whom the employee would show affection comparable to a family member
California's Kin Care law (Labor Code 233) allows employees to use sick leave to care for family members, and California's expanded definition includes any 'designated person' the employee shows affection comparable to a family member.
Question 2: Under California law, what is the required notice period for changes to a direct deposit arrangement?
- No notice is required
- At least 24 hours
- At least 3 days (Correct answer)
- At least 2 weeks
Correct answer: At least 3 days
California Labor Code requires at least three days' written notice before an employer changes an employee's direct deposit arrangement.
Question 3: Which California regulation requires that hazardous substance employers maintain a written Injury and Illness Prevention Program (IIPP)?
- Cal/OSHA Title 8, Section 3203
- Labor Code Section 6401.7
- Both A and B refer to the same requirement (Correct answer)
- California Health and Safety Code Section 25249
Correct answer: Both A and B refer to the same requirement
The IIPP requirement is codified in both Title 8, Section 3203 of the California Code of Regulations (Cal/OSHA) and Labor Code Section 6401.7, which reference the same mandate.
Question 4: Under California law, an employer who discovers a workplace injury must report serious injuries, illnesses, or deaths to Cal/OSHA within what timeframe?
- Immediately (by phone or electronic means) (Correct answer)
- Within 8 hours
- Within 24 hours
- Within 5 business days
Correct answer: Immediately (by phone or electronic means)
California employers must report any serious occupational injury, illness, or death to Cal/OSHA immediately by phone or electronic means.
Question 5: The California FEHA requires employers with how many employees to engage in the interactive process for reasonable accommodations?
- 5 or more (Correct answer)
- 10 or more
- 15 or more
- 50 or more
Correct answer: 5 or more
FEHA's disability accommodation and interactive process requirements apply to employers with 5 or more employees.
Question 6: Which California law prohibits non-compete agreements for most employees?
- Labor Code Section 925
- Business and Professions Code Section 16600 (Correct answer)
- Labor Code Section 2870
- Civil Code Section 1668
Correct answer: Business and Professions Code Section 16600
Business and Professions Code Section 16600 broadly voids non-compete agreements in California, with very limited statutory exceptions.
Question 7: Under California's Domestic Violence, Sexual Assault, and Stalking Leave law, how large must an employer be for employees to be entitled to this protected leave?
- All employers, regardless of size (Correct answer)
- Employers with 5 or more employees
- Employers with 25 or more employees
- Employers with 50 or more employees
Correct answer: All employers, regardless of size
California's domestic violence leave law applies to all employers regardless of size, making it one of the most expansive leave protections in the state.
PHRca Trivia 5
California's Kin Care law allows employees to use accrued sick leave to care for which family members?