PHRca - Professional in Human Resources - California (PHRca) CA Employment and Staffing 1

Question 1

Under the California WARN Act (Labor Code §1400 et seq.), an employer with 75 or more employees must provide how many days of advance written notice before conducting a mass layoff of 50 or more employees?

Accepted Answer

60 days

Answer

30 days

Answer

45 days

Answer

90 days

Question 2

Under California's ABC test codified by AB 5, which of the following describes 'Prong B' — the criterion that must be satisfied to classify a worker as an independent contractor?

Accepted Answer

The worker performs work that is outside the usual course of the hiring entity's business

Answer

The worker is free from the control and direction of the hiring entity in connection with the performance of the work

Answer

The worker is customarily engaged in an independently established trade, occupation, or business

Answer

The worker holds an active California business license and files taxes as a sole proprietor

Question 3

California's SB 1162, effective January 1, 2023, requires employers to include a pay scale in all job postings. Which employer size triggers this obligation?

Accepted Answer

Employers with 15 or more employees

Answer

All California employers, regardless of size

Answer

Employers with 50 or more employees

Answer

Employers with 100 or more employees

Question 4

Under California's Fair Chance Act (AB 1008), which applies to employers with five or more employees, at what point in the hiring process may an employer first ask an applicant about their criminal history?

Accepted Answer

Only after a conditional offer of employment has been extended

Answer

On the initial employment application

Answer

During the first in-person or video interview

Answer

After the applicant has successfully completed a background authorization form

Question 5

California Labor Code Section 1019.1 restricts employer use of the federal E-Verify system. Which of the following best describes the conduct it prohibits?

Accepted Answer

Re-verifying the employment authorization of existing employees through E-Verify unless required by federal law or a federal contract

Answer

Using E-Verify to verify the work authorization of any new hire, regardless of the employer's federal contract status

Answer

Using E-Verify for seasonal or temporary workers hired through a staffing agency

Answer

Requiring applicants to complete E-Verify screening before a conditional offer of employment is made

Question 6

Under California Labor Code Section 2810.3 (AB 1897), a client employer that obtains workers from a labor contractor becomes jointly and severally liable with the contractor for which obligations?

Accepted Answer

The cost of pre-employment background screening and drug testing

Answer

The labor contractor's state registration fees and bonding requirements

Answer

Unpaid wages owed to the workers and failure to secure workers' compensation coverage

Answer

OSHA penalty assessments issued to the labor contractor at the worksite