Practice Test GeeksPHRca - Professional in Human Resources - California Practice Test
← All PHRCA Flashcard Decks

General Practice Flashcards

7 cards from real PHRCA practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

Read the first 7 General Practice flashcards as text

  1. An employer in California fails to provide a required rest break to an employee. What is the penalty owed to the employee?

    Answer: One additional hour of pay at the regular rate

    Under California Labor Code Section 226.7, failure to provide a required rest or recovery period entitles the employee to one additional hour of pay at the regular rate of compensation.

  2. Which California law specifically protects employees from retaliation for disclosing their wages to coworkers?

    Answer: Labor Code Section 232

    California Labor Code Section 232 prohibits employers from retaliating against employees who disclose their wages or discuss wages with coworkers.

  3. Under California's lactation accommodation law, what must employers provide to nursing employees?

    Answer: A private space that is not a bathroom, with reasonable break time

    California law requires employers to provide a private space that is not a bathroom and reasonable break time for employees to express breast milk.

  4. A California employer with 25 or more employees is subject to which pregnancy-related leave law that provides up to 4 months of leave?

    Answer: PDL

    California's Pregnancy Disability Leave (PDL) law applies to employers with 5 or more employees and provides up to 4 months of leave for pregnancy-related disability.

  5. What is the primary purpose of California's Private Attorneys General Act (PAGA)?

    Answer: To deputize employees to sue on behalf of the state for Labor Code violations

    PAGA allows aggrieved employees to act as private attorneys general and bring civil actions for California Labor Code violations on behalf of themselves and other current or former employees.

  6. California's Equal Pay Act requires equal pay for employees performing 'substantially similar work.' Which factors define this standard?

    Answer: Skill, effort, and responsibility under similar working conditions

    California's Equal Pay Act defines substantially similar work based on skill, effort, and responsibility performed under similar working conditions.

  7. Under California law, which of the following is a valid defense for paying employees of different genders different wage rates?

    Answer: A seniority system applied in good faith

    California's Equal Pay Act permits wage differences based on seniority systems, merit systems, production-based earnings, or a bona fide factor other than sex.

How this page was made: written with AI tools and published by Nathan Beja, founder of Practice Test Geeks, who is responsible for its content. Exam facts are checked against the official sources listed below. Not reviewed by a subject-matter expert. Editorial policy

Sources & references

Exam facts on this page (fees, format, dates, passing scores) are checked against these official sources; the date is our last check. Editorial policy

  1. hrci.org — Registration, passing score, retake policy, score release, test dates, test delivery, eligibility, renewal, score validity · verified Oct 2026