FREE Professional in Human Resources-California MCQ Questions and Answers Flashcards

What is the statute of limitations for filing a workplace discrimination complaint with California's Civil Rights Department (CRD)?

Answer: 3 years from the discriminatory act

As of January 1, 2020, California extended the deadline to file a discrimination complaint with the CRD (formerly DFEH) to 3 years from the date of the alleged unlawful practice.

Under California law, which type of harassment requires only a single severe incident to be actionable?

Answer: Quid pro quo sexual harassment

Quid pro quo sexual harassment, where employment benefits are conditioned on submission to sexual advances, can be established based on a single incident.

Which of the following is TRUE about California's requirements for sexual harassment prevention training?

Answer: All employers with 5 or more employees must provide training

Under SB 1343, California requires employers with 5 or more employees to provide sexual harassment prevention training to all employees, not just supervisors.

What is the reporting time pay requirement in California when an employee reports for a scheduled shift but is sent home early?

Answer: The employee must be paid for at least half the scheduled shift, with a minimum of 2 hours and maximum of 4 hours

California's reporting time pay rule requires that an employee who reports for work but is furnished less than half the usual day's work must be paid for at least half the scheduled shift, with a minimum of 2 hours and a maximum of 4 hours at the regular rate.

Under California law, how long must employers retain personnel records after an employee's termination?

Answer: 3 years

California Labor Code requires employers to maintain personnel records for at least 3 years after an employee's termination date.

Which California law provides whistleblower protections for employees who report violations of state or federal statutes?

Answer: Labor Code Section 1102.5

California Labor Code Section 1102.5 is the primary whistleblower protection statute, prohibiting retaliation against employees who report suspected violations of law.