PHRca Professional in HR - California

Under California law, which of the following is NOT a recognized exception to the at-will employment doctrine?

• AImplied contract exception based on employer representations
• BPublic policy exception for refusing to violate a statute
• CImplied covenant of good faith and fair dealing
• DEmployee's subjective belief that their job was permanent

California's WARN Act (Cal-WARN) requires employers with how many employees to provide 60 days' advance notice of mass layoffs or plant closings?

• A50 or more employees
• B75 or more employees
• C100 or more employees
• D25 or more employees

An employer terminates a California employee for filing a workers' compensation claim. This is an example of:

• AConstructive discharge
• BWrongful termination in violation of public policy
• CBreach of implied contract
• DAt-will employment exercise

Which of the following statements about employment contracts in California is CORRECT?

• ANon-compete agreements are generally enforceable if reasonable in scope
• BEmployment contracts must be in writing to be legally binding
• CArbitration agreements in employment contracts are enforceable under California law
• DEmployees cannot waive their right to file DFEH complaints through arbitration agreements

Under California's ABC test for worker classification (AB 5), a worker is presumed to be an employee unless the hiring entity demonstrates all of the following EXCEPT:

• AThe worker is free from the control and direction of the hiring entity
• BThe worker performs work outside the usual course of the hiring entity's business
• CThe worker is customarily engaged in an independently established trade or business
• DThe worker has signed a written independent contractor agreement

An employer's handbook states 'employees will only be terminated for cause after progressive discipline.' Under California law, this language most likely creates:

• AAn express written contract guaranteeing employment
• BAn implied contract modifying at-will status
• CNo legal obligation since handbooks are not contracts
• DA unilateral contract enforceable only by the employer

In California, an employer that fails to provide required Cal-WARN notice is liable for:

• AA $500 per employee penalty only
• BBack pay and benefits for each day of the violation, up to 60 days
• CReinstatement of all affected employees
• DCriminal penalties including possible imprisonment

Which of the following is TRUE about whistleblower protections in California?

• AOnly government employees are protected from retaliation for reporting violations
• BEmployers may require employees to sign agreements waiving whistleblower protections
• CCalifornia Labor Code Section 1102.5 protects employees who report suspected violations o…
• DWhistleblower complaints must be filed within 30 days of the retaliatory action

Under California law, which statement about employee personnel files is CORRECT?

• AEmployers have no obligation to allow employees to inspect their files
• BCurrent employees must be allowed to inspect personnel files within 30 calendar days of r…
• CFormer employees have no right to inspect their personnel files
• DEmployers may charge a reasonable copying fee for personnel file copies

In California, a 'Tameny claim' refers to:

• AA claim for breach of an implied employment contract
• BA tort claim for wrongful termination in violation of public policy
• CA statutory claim under the FEHA for workplace harassment
• DA wage claim filed with the Division of Labor Standards Enforcement

What is the California state minimum wage effective January 1, 2026?

• A$15.50 per hour
• B$16.50 per hour
• C$16.90 per hour
• D$17.50 per hour

Under California law, non-exempt employees who work more than 8 hours in a day but no more than 12 hours are entitled to overtime pay at what rate?

• AStraight time (1x regular rate)
• BTime and a half (1.5x regular rate)
• CDouble time (2x regular rate)
• DTriple time (3x regular rate)

California requires employers to provide a non-exempt employee with a meal period of at least 30 minutes no later than the end of which hour of work?

• AThe 4th hour
• BThe 5th hour
• CThe 6th hour
• DThe 8th hour

If a California employer fails to provide a compliant meal period, what premium must they pay the affected employee?

• AOne-half hour of pay at the employee's regular rate
• BOne additional hour of pay at the employee's regular rate
• CTwo additional hours of pay at the employee's regular rate
• DA $250 flat penalty per violation

How often must California employers provide rest breaks to non-exempt employees?

• AOne 15-minute break for every 6 hours worked
• BOne 10-minute break for every 4 hours of work, or major fraction thereof
• COne 10-minute break for every 3 hours worked
• DTwo 15-minute breaks per 8-hour shift

Under California's exemption tests, which of the following is required for an employee to qualify for the administrative exemption?

• AThe employee earns at least the state minimum wage
• BThe employee earns at least twice the state minimum wage for full-time employment
• CThe employee earns at least three times the state minimum wage
• DThe employee's salary is at least $100,000 annually

A non-exempt California employee is terminated on a Wednesday. When must the employer pay all final wages?

• AWithin 72 hours of termination
• BOn the next regular payday
• CImmediately at the time of termination
• DWithin 30 calendar days

A California employee voluntarily resigns and gives 72 hours' advance notice. When are final wages due?

• AImmediately upon resignation
• BOn the employee's last day of work
• CWithin 72 hours after the last day worked
• DOn the next regular payday

An employer fails to pay a terminated California employee's final wages on time. What is the maximum waiting time penalty?

• A10 days of the employee's daily wage
• B20 days of the employee's daily wage
• C30 days of the employee's daily wage
• D60 days of the employee's daily wage

California's overtime rules differ from federal FLSA because California requires:

• AWeekly overtime only, calculated on a 40-hour workweek
• BDaily overtime for hours worked beyond 8 in a single workday
• COvertime only for employees earning below $50,000 annually
• DOvertime pay at triple-time for any hours over 12 in a day

Under California's pay transparency law (SB 1162), which employers must include pay scale information in job postings?

• AOnly employers with 100 or more employees
• BOnly employers with 50 or more employees
• CAll employers with 15 or more employees
• DAll California employers regardless of size

Which California law requires employers with 100+ employees to submit annual pay data reports broken down by race, ethnicity, and sex?

• AAB 5 (Worker Classification)
• BSB 1162 (Pay Transparency)
• CSB 973 (Pay Data Reporting, predecessor)
• DFEHA (Fair Employment and Housing Act)

A California employer discovers it has been miscalculating overtime for a group of employees for the past two years. Under California law, what is the statute of limitations for unpaid overtime claims?

• AOne year from the date of violation
• BTwo years from the date of violation
• CThree years from the date of violation (four if willful)
• DFive years from the date of violation

Under California law, which of the following is considered 'hours worked' for overtime purposes?

• ACommuting time to and from the regular worksite
• BTime spent in employer-required training sessions
• CUnpaid volunteer time at a company charity event
• DTime spent on a personal lunch break off premises

An employee in California works a split shift. The employer must pay a split-shift premium equal to:

• AOne additional hour at the current state minimum wage
• BTwo additional hours at the employee's regular rate
• CHalf the employee's daily earnings as a bonus
• DTime and a half for all hours worked during the split shift

Under California's Reporting Time Pay rule, if an employee reports to work as scheduled but is sent home after working only 2 hours of a scheduled 8-hour shift, how many hours must the employer pay?

• A2 hours (actual time worked only)
• B4 hours (half the scheduled shift)
• C6 hours (three-quarters of the scheduled shift)
• D8 hours (the full scheduled shift)

Which statement about California's inside salesperson exemption is CORRECT?

• AInside salespeople are always exempt from overtime requirements
• BInside salespeople earning more than 1.5x the minimum wage with over 50% commission earni…
• CInside salespeople are only exempt if they have a base salary above $100,000
• DCalifornia does not recognize any sales exemption from overtime

What is the maximum number of consecutive days a California non-exempt employee may be required to work before triggering the seventh-day overtime premium?

• A5 days
• B6 days
• C7 days
• D10 days

Under California law, an employer must provide itemized wage statements that include all of the following EXCEPT:

• AGross wages earned
• BTotal hours worked (for non-exempt employees)
• CAll deductions
• DEmployee's Social Security number in full

California requires that employees on an alternative workweek schedule (AWS) must work no more than how many hours per day before overtime applies?

• A8 hours
• B10 hours
• C12 hours
• DUnlimited, as long as the weekly total is 40

How many weeks of job-protected leave does the California Family Rights Act (CFRA) provide to eligible employees?

• A6 weeks
• B8 weeks
• C12 weeks
• D16 weeks

Which California leave law provides up to four months of job-protected leave for pregnancy-related disability?

• ACFRA (California Family Rights Act)
• BPDL (Pregnancy Disability Leave)
• CPFL (Paid Family Leave)
• DSDI (State Disability Insurance)

California's Paid Family Leave (PFL) program provides approximately what percentage of an employee's weekly wages?

• A50% of weekly wages
• B60-70% of weekly wages
• C80% of weekly wages
• D100% of weekly wages

California's State Disability Insurance (SDI) is funded through:

• AEmployer payroll taxes only
• BEmployee payroll deductions only
• CEqual contributions from employers and employees
• DGeneral state tax revenue

Under CFRA, which of the following is a qualifying reason for leave that is NOT covered under federal FMLA?

• ALeave to care for a registered domestic partner with a serious health condition
• BLeave for the employee's own serious health condition
• CLeave to bond with a newly placed foster child
• DLeave for a qualifying military exigency

An employee in California has a workers' compensation claim. Which statement about their rights is CORRECT?

• AThe employee must choose between workers' comp and suing the employer for negligence
• BWorkers' comp benefits include both medical treatment and temporary disability payments
• CWorkers' comp only covers injuries that occur on the employer's premises
• DEmployees must have worked for at least 90 days to be eligible for workers' comp

What is the difference between Cal-COBRA and federal COBRA in California?

• ACal-COBRA applies to employers with 2-19 employees; federal COBRA applies to employers wi…
• BCal-COBRA provides 18 months of coverage; federal COBRA provides 36 months
• CCal-COBRA is free to the employee; federal COBRA requires premium payments
• DCal-COBRA only covers medical insurance; federal COBRA covers all group health plans

Under California's Kin Care law, employees may use accrued sick leave to care for which of the following family members?

• ASpouse or registered domestic partner only
• BSpouse, child, and parent only
• CAny family member as defined by the statute, including chosen family
• DCo-workers who are ill