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FREE Professional in Human Resources - California (PHRca) CA Leaves and Benefits Questions and Answers Flashcards

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Read the first 6 FREE Professional in Human Resources - California (PHRca) CA Leaves and Benefits Questions and Answers flashcards as text

  1. Under California's Paid Family Leave (PFL) program, what is the maximum duration of wage replacement benefits an employee can receive?

    Answer: Up to 8 weeks

    California PFL provides up to 8 weeks of partial wage replacement for employees who need time off to care for a seriously ill family member or bond with a new child.

  2. Which of the following is TRUE about California's Pregnancy Disability Leave (PDL)?

    Answer: PDL provides up to 4 months of job-protected leave

    California PDL provides up to four months of job-protected leave for employees disabled by pregnancy, childbirth, or related medical conditions, and applies to employers with 5 or more employees.

  3. An employee in California requests time off to donate an organ. Under California law, which statement is correct?

    Answer: The employee is entitled to up to 30 business days of paid leave for organ donation

    California law requires employers with 15 or more employees to provide up to 30 business days of paid leave for organ donation and up to 5 days for bone marrow donation.

  4. Under California's Healthy Workplaces, Healthy Families Act, how do paid sick leave accrual requirements apply?

    Answer: Employees accrue at least 1 hour of sick leave for every 30 hours worked

    California law mandates that employees accrue at least 1 hour of paid sick leave for every 30 hours worked, and this applies to virtually all employees including part-time and temporary workers.

  5. How does the California Family Rights Act (CFRA) differ from the federal FMLA regarding qualifying reasons for leave?

    Answer: CFRA covers leave to bond with a child of a domestic partner, while FMLA does not

    CFRA extends family leave protections to include bonding with a child of a domestic partner, which is not a qualifying reason under the federal FMLA.

  6. What is the employer threshold for compliance with California's CFRA as amended by SB 1383?

    Answer: 5 or more employees

    SB 1383 expanded CFRA coverage to employers with 5 or more employees, significantly lowering the previous threshold of 50 employees.

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