FREE Professional in Human Resources - California (PHRca) Employee Relations and Lifecycle Questions and Answers Flashcards

What is the primary purpose of California's Investigative Consumer Reporting Agencies Act (ICRAA) in the employee lifecycle?

Answer: To govern how employers use background investigation reports obtained through interviews and inquiries

ICRAA regulates the use of investigative consumer reports that are compiled through personal interviews and inquiries about an individual's character, reputation, and lifestyle in employment decisions.

In California, how long does an employer have to provide a former employee with a copy of their personnel file after a written request?

Answer: 30 days

Under California Labor Code Section 1198.5, employers must make personnel records available within 30 calendar days of receiving a written request from a current or former employee.

Which California law requires employers to provide reasonable accommodations for employees who are victims of domestic violence, sexual assault, or stalking?

Answer: Labor Code Section 230.1

California Labor Code Section 230.1 specifically requires employers with 25 or more employees to provide reasonable accommodations for victims of domestic violence, sexual assault, or stalking.

During the onboarding process in California, which of the following pamphlets is an employer NOT required to provide to new hires?

Answer: State disability insurance voluntary plan comparison

While employers must provide pamphlets on sexual harassment, workers' compensation rights, and paid family leave, a voluntary plan comparison for state disability insurance is not a mandatory new hire document.

Under California law, what triggers an employer's obligation to engage in the interactive process with an employee?

Answer: When the employer becomes aware that an employee may need an accommodation due to a disability

California law requires employers to initiate the interactive process once they become aware, through any means, that an employee may need a reasonable accommodation due to a known physical or mental disability.

Which of the following disciplinary actions requires the most documentation under California best practices for employee relations?

Answer: Suspension without pay

Suspension without pay is the most severe disciplinary action before termination and requires thorough documentation including the specific policy violation, investigation findings, and prior corrective actions to withstand legal scrutiny in California.