SHRM California Law HR Specialty Credential

As of January 1, 2026, what is California's statewide minimum wage for all employers?

• A$16.50 per hour
• B$16.90 per hour
• C$17.00 per hour
• D$15.50 per hour

Under California law, what is the minimum annual salary threshold for an employee to qualify as exempt from overtime under the executive, administrative, or professional exemptions as of January 1, 2026?

• A$66,560 per year
• B$70,304 per year
• C$68,640 per year
• D$64,480 per year

A nonexempt California employee works 10 hours in a single workday. How must the employer calculate their pay for that day?

• ARegular rate for all 10 hours since weekly overtime has not been triggered
• BRegular rate for 8 hours, then 1.5x rate for the 2 hours over 8
• CRegular rate for 8 hours, then double-time for the 2 hours over 8
• D1.5x rate for all 10 hours because the day exceeds a standard shift

Under California overtime law, when does double-time (2x regular rate) apply on a regular workday?

• AAfter 10 hours worked in a workday
• BAfter 12 hours worked in a workday
• CAfter 8 hours worked in a workday
• DAfter 40 hours worked in a workweek

A California employee works 7 consecutive days in a workweek. How is the seventh day compensated under state law?

• ARegular rate for all hours; the employee already earned weekly overtime
• B1.5x rate for the first 8 hours, and 2x rate for hours beyond 8 on that day
• C2x rate for all hours on the seventh day
• D1.5x rate for all hours on the seventh day

Under California law, when must an employer provide the first meal period to a nonexempt employee?

• ABefore the end of the employee's sixth hour of work
• BBefore the end of the employee's fifth hour of work
• CAfter four hours of continuous work
• DAfter eight hours of work

What is the premium pay consequence when a California employer fails to provide a required meal or rest period?

• ANo penalty if the employee voluntarily skipped the break
• BOne additional hour of pay at the employee's regular rate per missed period per day
• CDouble the employee's hourly rate for the entire shift
• DA $250 civil penalty payable to the state

Under California law, how many paid 10-minute rest breaks is a nonexempt employee entitled to in an 8-hour workday?

• AOne rest break
• BTwo rest breaks
• CThree rest breaks
• DRest breaks are unpaid and discretionary

A California employee is scheduled for a 4-hour shift but is sent home after only 2 hours because business is slow. Under the reporting-time pay rule, what is the minimum the employer must pay?

• APay for 2 hours actually worked only
• BPay for half the scheduled shift — 2 hours — which equals the 2 hours worked, so nothing…
• CPay for at least half the scheduled shift (2 hours) but no less than 2 hours; since the e…
• DPay for at least half the scheduled shift at the regular rate as a reporting-time premium…

A California employee is involuntarily terminated on a Wednesday afternoon. Under California Labor Code §201, when must the employer provide the final paycheck?

• AWithin 72 hours of termination
• BBy the next regular payday
• CAt the time of termination
• DWithin 3 business days of termination

A California employee resigns and gives exactly 3 days (72 hours) advance notice of their last day. When must the employer provide the final paycheck?

• AWithin 72 hours after the employee's last day
• BOn the employee's last day of work
• CBy the next regular payday following termination
• DWithin 24 hours of the last day

Under California Labor Code §203, what are the maximum waiting-time penalties for an employer's willful failure to pay a terminated employee's final wages on time?

• AUp to 14 days of the employee's daily wages
• BUp to 30 days of the employee's daily wages
• CA flat $500 penalty per violation
• DUp to 60 days of the employee's daily wages

California Labor Code §226 requires employers to furnish itemized wage statements to employees. Which of the following items is NOT specifically required on a California wage statement?

• ATotal hours worked by the employee in the pay period
• BThe employee's social security number in full
• CThe name and address of the legal entity that is the employer
• DAll applicable hourly rates in effect and the corresponding hours worked at each rate

Under California Labor Code §2802, an employer's obligation to reimburse employees for necessary business expenses covers which of the following situations?

• AOnly expenses the employer pre-approves in writing
• BExpenses incurred in direct consequence of the employee's duties, even if the employer di…
• COnly mileage costs above the IRS standard rate
• DExpenses only when the employee earns less than two times the minimum wage

California's FEHA (Fair Employment and Housing Act) protects a broader range of characteristics than federal Title VII. Which of the following protected categories is included under FEHA but NOT under federal Title VII?

• ARace and color
• BMarital status
• CNational origin
• DReligion

Under FEHA, California's employer-size threshold for coverage of most employment discrimination provisions is:

• A50 or more employees
• B15 or more employees
• C5 or more employees
• D20 or more employees

Under California's SB 1343 (as codified in Gov. Code §12950.1), which of the following best describes the mandatory harassment prevention training requirements for employers with 5 or more employees?

• ASupervisors only must receive 2 hours of training once at hire and every 3 years
• BAll employees must receive training: 2 hours for supervisors and 1 hour for nonsupervisor…
• COnly employers with 50 or more employees must train all employees
• DTraining is mandatory only following a harassment complaint

Under SB 1343, within what timeframe must a newly hired nonsupervisory employee receive California-required harassment prevention training?

• AWithin 30 days of hire
• BWithin 6 months of hire
• CWithin 1 year of hire
• DBefore the employee's first day

Which California state agency is responsible for enforcing FEHA anti-discrimination protections and overseeing harassment prevention training compliance?

• ACalifornia Department of Industrial Relations (DIR)
• BCalifornia Civil Rights Department (CRD), formerly the DFEH
• CCalifornia Employment Development Department (EDD)
• DCalifornia Labor Commissioner's Office (DLSE)

Under FEHA, California employers with 5 or more employees are required to provide reasonable accommodation for which of the following conditions?

• AOnly physical disabilities that substantially limit a major life activity
• BPhysical and mental disabilities, as well as pregnancy-related conditions, with 'disabili…
• CDisabilities as defined by the federal ADA only
• DMedical conditions listed in the FEHA statute, but not mental health conditions

California's Pregnancy Disability Leave (PDL) law provides up to how much job-protected leave for pregnancy-related disabilities, and what is the employer-size threshold?

• A12 weeks; employer must have 50 or more employees
• B4 months (about 17.3 weeks); employer must have 5 or more employees
• C3 months (12 weeks); employer must have 5 or more employees
• D6 months; employer must have 15 or more employees

A California employee covered by both FMLA and CFRA takes 12 weeks of Pregnancy Disability Leave (PDL) for a complicated pregnancy. After PDL ends and she is cleared to return to work, what additional leave may she be entitled to under CFRA?

• ANo additional leave; PDL and CFRA run concurrently so she exhausted all leave
• BUp to 12 additional weeks of CFRA baby-bonding leave
• CUp to 4 additional months of CFRA leave for her own serious health condition
• DUp to 6 additional weeks of Paid Family Leave only

The California Family Rights Act (CFRA) covers employers with how many employees, and does it include leave to care for a domestic partner's serious health condition?

• A50 or more employees; domestic partners are not covered family members
• B5 or more employees; domestic partners are covered family members under CFRA
• C5 or more employees; domestic partners are not covered
• D15 or more employees; domestic partners are covered

Under CFRA, which of the following is NOT a qualifying reason for job-protected leave?

• ABonding with a newborn child within one year of birth
• BEmployee's own serious health condition
• CLeave for pregnancy disability (the pregnancy itself)
• DCaring for a grandparent with a serious health condition

SB 616 (effective January 1, 2024) expanded California's paid sick leave law. What is the minimum amount of paid sick leave that employers must now ensure employees can use per year?

• A3 days (24 hours) per year
• B5 days (40 hours) per year
• C7 days (56 hours) per year
• D10 days (80 hours) per year

Under California's paid sick leave law (as amended by SB 616), what is the maximum accrual cap an employer may impose under the accrual method?

• A48 hours (6 days)
• B80 hours (10 days)
• C40 hours (5 days)
• D60 hours (7.5 days)

California's Private Attorneys General Act (PAGA) allows employees to bring civil actions to recover civil penalties for Labor Code violations. After the 2024 reform (AB 2288 / SB 92), what percentage of recovered PAGA penalties is allocated to the aggrieved employee(s)?

• A25%
• B35%
• C50%
• D75%

Under California's PAGA framework, before an employee can file a PAGA lawsuit, what must they do first?

• AFile a complaint with the California Labor Commissioner
• BSubmit a PAGA notice to the Labor and Workforce Development Agency (LWDA) and provide a c…
• CObtain a right-to-sue letter from the California Civil Rights Department
• DExhaust internal grievance procedures

California's AB 5 (2019) codified the 'ABC test' from Dynamex Operations West, Inc. v. Superior Court for classifying workers as independent contractors. Under the ABC test, which prong requires that the worker must perform work that is outside the usual course of the hiring entity's business to be classified as an independent contractor?

• AProng A
• BProng B
• CProng C
• DThe ABC test does not include this requirement

Under California Business & Professions Code §16600, as reinforced by SB 699 and AB 1076 (effective January 1, 2024), what is the general rule regarding noncompete agreements in California?

• ANoncompetes are enforceable if they are narrowly tailored to protect legitimate business…
• BNoncompetes are void and unenforceable regardless of where or when the agreement was sign…
• CNoncompetes are enforceable for up to 2 years after termination
• DNoncompetes are void only if signed after 2024

AB 1076 (effective January 1, 2024) imposed a specific affirmative obligation on employers related to noncompete agreements. What did AB 1076 require employers to do by February 14, 2024?

• AFile all existing noncompete agreements with the California Labor Commissioner
• BNotify current and certain former employees in writing that their noncompete agreements a…
• CProvide employees with new contracts removing any noncompete clauses
• DPay a $10,000 penalty for each existing noncompete agreement

Under California SB 1162 (effective January 1, 2023), which employers must include pay scales in ALL job postings?

• AAll California employers regardless of size
• BEmployers with 15 or more employees, including remote positions that could be filled in C…
• CEmployers with 100 or more employees only
• DEmployers with 50 or more employees

Under SB 1162, which employers must submit annual pay data reports to the California Civil Rights Department (CRD)?

• AAll California employers with at least one employee
• BPrivate employers with 100 or more employees subject to federal EEO-1 reporting
• CAll public and private employers with 50 or more employees
• DOnly employers with government contracts

Under California's pay transparency framework, how long must employers retain records of each employee's job title and wage rate history?

• A1 year after the employment relationship ends
• B3 years after the employment relationship ends
• C7 years from the date of hire
• D5 years after the employment relationship ends

California SB 553 (effective July 1, 2024) requires virtually all California employers to establish a Workplace Violence Prevention Plan (WVPP). What must the WVPP include?

• AOnly a written policy statement condemning violence
• BProcedures to identify and evaluate workplace violence hazards, employee training, and a…
• CA security guard staffing plan and perimeter barriers
• DOnly training records; written plans are optional for small employers

SB 553 (CA Labor Code §6401.9) defines 'workplace violence' broadly. Which of the following is included in that definition?

• AOnly physical assaults that result in actual bodily injury
• BAny act of violence or threat of violence that occurs in a place of employment, including…
• COnly violence committed by external parties, not by coworkers
• DOnly incidents involving a firearm

Which California statute requires employers to reimburse employees for necessary business expenses, including cell phone costs when employees are required to use personal devices for work?

• ACalifornia Labor Code §203
• BCalifornia Labor Code §2802
• CCalifornia Labor Code §226
• DCalifornia Business & Professions Code §17200

The California ABC test (AB 5) presumes that a worker is an employee. Which Prong A element must be satisfied for a hiring entity to rebut this presumption and classify the worker as an independent contractor?

• AThe worker must hold a professional license
• BThe worker is free from the control and direction of the hiring entity in connection with…
• CThe worker must be engaged in a different line of business than the hiring entity
• DThe worker must have incorporated their business

California's CalSavers Retirement Savings Program mandates that employers without a qualified retirement plan must enroll in CalSavers or establish an equivalent plan. For employers with 5 or more employees, when did the CalSavers mandate take effect?

• AJanuary 1, 2020
• BJune 30, 2022
• CJanuary 1, 2024
• DDecember 31, 2025

Under California's CCPA/CPRA employee data privacy rules, California employers must provide employees with a privacy notice. When must this notice be provided?

• AOnly upon the employee's written request
• BAt or before the point of collection of personal information
• CAnnually on the first day of each calendar year
• DOnly when the employer changes its privacy practices

California's Fair Chance Act (ban-the-box law) restricts when employers may inquire about an applicant's criminal history. When may a covered California employer ask about convictions?

• AOn the initial job application or at any point before an interview
• BOnly after a conditional offer of employment has been made
• CAt any time during the hiring process as long as it is relevant to the job
• DOnly for positions involving children or vulnerable adults

After making a conditional job offer, a California employer completes a background check and discovers the finalist has a prior felony conviction. What must the employer do before rescinding the offer under the Fair Chance Act?

• AImmediately rescind the offer and document the decision
• BConduct an individualized assessment considering the nature of the crime, time elapsed, a…
• CSeek written approval from the California Civil Rights Department before rescinding
• DWait 30 days before making a final decision

Which California statute requires employers with 5 or more employees to engage in a timely, good-faith interactive process with an employee who requests a disability accommodation?

• ACalifornia Labor Code §132a
• BCalifornia Government Code §12940(n) (FEHA)
• CCalifornia Labor Code §6400
• DCalifornia Business & Professions Code §16600

Under California's Pregnancy Disability Leave law, at what employer size does the obligation to provide PDL and reasonable accommodation for pregnancy begin?

• A50 or more employees
• B5 or more employees
• C15 or more employees
• D25 or more employees

Under California's Cal-WARN Act (Labor Code §1400 et seq.), what notice requirement applies to employers conducting mass layoffs, relocations, or plant closings?

• A30 days written notice to the EDD, local government, and affected employees
• B60 days written notice to the EDD, local workforce board, and affected employees
• C90 days written notice to the Labor Commissioner and affected employees
• DNo notice is required if severance pay is provided

An employee in California who uses personal arbitration agreements: under which 2022 California Supreme Court case did the court hold that employers cannot compel individual arbitration of PAGA claims?

• AGentry v. Superior Court (2007)
• BViking River Cruises, Inc. v. Moriana (2022) as interpreted by Adolph v. Uber Technologie…
• CDynamex Operations West, Inc. v. Superior Court (2018)
• DIskanian v. CLS Transportation Los Angeles (2014)

California's State Disability Insurance (SDI) provides partial wage replacement for employees who are unable to work due to non-work-related illness, injury, or pregnancy. Approximately what percentage of wages does SDI replace, and what is the approximate 2025 weekly maximum?

• A55% of wages; up to $1,200 per week
• B60–70% of wages (up to 90% for lower-wage workers); up to approximately $1,681 per week i…
• C100% of wages for the first 4 weeks; 60% thereafter
• D50% of wages; up to $800 per week

California Paid Family Leave (PFL) provides partial wage replacement to employees who take time off to bond with a new child or care for a seriously ill family member. Who funds California PFL?

• AJointly by the employer and employee through payroll taxes
• BEntirely through employee payroll deductions (SDI contributions)
• CEntirely by the state from general fund revenues
• DEntirely by the employer; employees pay nothing