PHRca - Professional in Human Resources - California Professional in Human Resources-California 1

Question 1

Under California law, when must a final paycheck be provided to an employee who is involuntarily terminated?

Accepted Answer

Immediately at the time of termination

Answer

California Labor Code Section 201 requires that employees who are involuntarily discharged must receive their final paycheck immediately at the time of termination, including all earned but unpaid wages and accrued vacation.

Question 2

Under the California WARN Act, employers with 75 or more full-time or part-time employees must provide how many days of advance notice before a mass layoff, relocation, or plant closure?

Accepted Answer

60 days

Answer

The California WARN Act (Labor Code Section 1400 et seq.) requires covered employers to provide 60 days advance written notice before ordering a mass layoff, relocation, or plant closure, which is the same as the federal WARN Act notice period.

Question 3

California's Fair Employment and Housing Act (FEHA) requires employers with how many or more employees to provide sexual harassment prevention training to non-supervisory employees?

Accepted Answer

5 employees

Answer

Under SB 1343, California requires employers with 5 or more employees to provide at least 1 hour of sexual harassment and abusive conduct prevention training to non-supervisory employees every two years, and 2 hours to supervisors.

Question 4

Which California law generally requires employers to provide non-exempt employees with a paid 10-minute rest period for every how many hours worked?

Accepted Answer

Every 4 hours or major fraction thereof

Answer

California Industrial Welfare Commission (IWC) Wage Orders require employers to authorize and permit a paid 10-minute rest period for every 4 hours worked, or major fraction thereof. Failure to provide this rest period triggers a one-hour premium pay penalty.

Question 5

Under California's Paid Sick Leave law (Healthy Workplaces, Healthy Families Act), after how many days of employment does an employee become eligible to use accrued paid sick leave?

Accepted Answer

90 days

Answer

California's paid sick leave law (AB 1522) provides that employees begin accruing sick leave on their first day of employment but may not use it until they have been employed for 90 days.

PHRca - Professional in Human Resources - California Practice Test

PHRca - Professional in Human Resources - California Practice Test

PHRca - Professional in Human Resources - California Professional in Human Resources-California 1