PHRCA Study Guide 2026
Everything you need to pass the PHRCA exam in one place: the exam format, every topic to study, real practice questions with explanations, flashcards, and full-length practice tests. Free, no sign-up needed.
📋 PHRCA Exam Format at a Glance
📚 PHRCA Topics to Study (51)
✍️ Sample PHRCA Questions & Answers
1. What obligation does a California employer have when an employee's CFRA leave and PDL leave overlap?
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.
2. The Higher Education Employer-Employee Relations Act (HEERA) covers employees of which institutions?
HEERA governs collective bargaining rights for employees of the University of California and California State University systems, distinct from community college employees covered by EERA.
3. What is the maximum statute of limitations for filing a claim under California's Private Attorneys General Act (PAGA)?
PAGA claims must be filed within one year from the date of the alleged Labor Code violation.
4. Which of the following statements best describes a key feature of a lawsuit filed under California's Private Attorneys General Act (PAGA)?
PAGA is unique because it allows an 'aggrieved employee' to step into the shoes of the state's labor law enforcement agencies to sue an employer for civil penalties for Labor Code violations. It is a 'qui tam' action, meaning the employee is suing on behalf of the state. The recovered penalties are shared between the state and the affected employees. The Supreme Court has ruled that PAGA claims cannot be forced into individual arbitration.
5. Under California's WARN Act (Cal-WARN), how many days of advance notice must an employer with 75 or more employees provide before a mass layoff?
California's WARN Act requires employers with 75 or more employees to give 60 days' written notice before a mass layoff, relocation, or plant closure.
6. Under California Labor Code Section 226, what must be included on every employee's itemized wage statement?
Section 226 requires detailed itemized statements including gross wages, hours worked, deductions, pay period inclusive dates, and employer identifying information.