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

Under California law, what type of leave must an employer provide to an employee who is a victim of domestic violence, sexual assault, or stalking?

Answer: Protected time off for judicial proceedings, safety planning, and medical treatment

California Labor Code Section 230.1 requires employers with 25 or more employees to provide protected time off for victims to seek judicial relief, medical treatment, safety planning, or services from a shelter or crisis center.

Which California benefit program provides short-term disability insurance funded through employee payroll deductions?

Answer: State Disability Insurance (SDI)

California's SDI program is funded entirely through employee payroll deductions and provides partial wage replacement for employees unable to work due to non-work-related illness, injury, or pregnancy.

An employer in California with 30 employees wants to deny CFRA leave to a key employee. Under what circumstance is this permitted?

Answer: The employer may deny reinstatement to a salaried employee in the highest-paid 10% if restoration would cause substantial economic injury

Under CFRA, an employer may deny reinstatement (not the leave itself) to a salaried employee who is among the highest-paid 10% of employees if reinstatement would cause substantial and grievous economic injury to operations.

How many days of bereavement leave must California employers provide under AB 1949?

Answer: Up to 5 days of unpaid, job-protected leave

AB 1949 requires California employers with 5 or more employees to provide up to 5 days of unpaid, job-protected bereavement leave upon the death of a qualifying family member.

Under California's Kin Care law, how can employees use their accrued sick leave?

Answer: To care for a sick family member using up to the amount of sick leave accrued in a 6-month period

California's Kin Care provision allows employees to use at least half of their annual accrued sick leave to care for a sick family member, including a child, parent, spouse, domestic partner, or other defined relative.

What obligation does a California employer have when an employee's CFRA leave and PDL leave overlap?

Answer: PDL and CFRA do not run concurrently; they are separate and additive entitlements

In California, PDL and CFRA are separate entitlements that do not run concurrently, meaning an eligible employee could receive up to 4 months of PDL followed by up to 12 weeks of CFRA leave for baby bonding.