100+ Free SHRM CA Law Specialty Practice Questions

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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?

Wait 30 days before making a final decision

Immediately rescind the offer and document the decision

Conduct an individualized assessment considering the nature of the crime, time elapsed, and the nature of the job, then provide written notice if rescinding

Seek written approval from the California Civil Rights Department before rescinding

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2026 Statistics

Key Facts: SHRM CA Law Specialty Exam

Assessment Questions

SHRM

26.5

PDCs Earned

SHRM

$16.90/hr

CA Min Wage (2026)

CA DIR

$70,304

Exempt Salary Threshold (2026)

CA DIR

Employees for CFRA & FEHA

CA Gov. Code

5 days

Min Paid Sick Leave/Year (SB 616)

CA Labor Code §246

The SHRM California Law HR Specialty Credential is earned by completing SHRM's comprehensive California law learning program and passing a 30-question online knowledge assessment. Upon completion of all components, candidates earn 26.5 PDCs toward SHRM-CP or SHRM-SCP recertification. Topics span California's unique wage and hour rules, FEHA (with its broader protected classes and lower thresholds), CFRA vs. FMLA differences, paid sick leave under SB 616, PAGA enforcement, pay transparency under SB 1162, workplace violence prevention under SB 553, and AB 5 independent contractor classification.

Sample SHRM CA Law Specialty Practice Questions

Try these sample questions to test your SHRM CA Law Specialty exam readiness. Each question includes a detailed explanation. Start the interactive quiz above for the full 100+ question experience with AI tutoring.

1As 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

Explanation: California's statewide minimum wage increased to $16.90 per hour effective January 1, 2026, up from $16.50 in 2025. This rate applies to all employers regardless of size. Some localities and specific industries (e.g., fast food workers, certain health care workers) maintain higher rates. (CA DIR, December 2025)

2Under 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

Explanation: California requires exempt employees to earn at least twice the state minimum wage for full-time employment. As of January 1, 2026, that calculation is $16.90 × 2 × 40 hours/week × 52 weeks = $70,304 annually. This salary threshold is just one prong of the exemption; the duties test must also be satisfied. (CA DIR, Labor Code §515)

3A nonexempt California employee works 10 hours in a single workday. How must the employer calculate their pay for that day?

A.Regular rate for all 10 hours since weekly overtime has not been triggered

B.Regular rate for 8 hours, then 1.5x rate for the 2 hours over 8

C.Regular rate for 8 hours, then double-time for the 2 hours over 8

D.1.5x rate for all 10 hours because the day exceeds a standard shift

Explanation: California requires time-and-a-half (1.5x) for all hours worked over 8 in a single workday, regardless of weekly totals. Double time does not apply until the employee works more than 12 hours in the day. The daily overtime rule is one of California's most significant differences from federal law. (CA Labor Code §510; IWC Wage Orders)

4Under California overtime law, when does double-time (2x regular rate) apply on a regular workday?

A.After 10 hours worked in a workday

B.After 12 hours worked in a workday

C.After 8 hours worked in a workday

D.After 40 hours worked in a workweek

Explanation: Double-time pay is owed for all hours worked beyond 12 in any single workday under California Labor Code §510. Additionally, double time applies to all hours worked beyond 8 on the seventh consecutive day of a workweek. These rules are stricter than federal FLSA standards, which only require 1.5x for hours over 40 weekly. (CA Labor Code §510)

5A California employee works 7 consecutive days in a workweek. How is the seventh day compensated under state law?

A.Regular rate for all hours; the employee already earned weekly overtime

B.1.5x rate for the first 8 hours, and 2x rate for hours beyond 8 on that day

C.2x rate for all hours on the seventh day

D.1.5x rate for all hours on the seventh day

Explanation: On the seventh consecutive day of a workweek, California requires 1.5x pay for the first 8 hours and double time (2x) for any hours beyond 8. This is separate from the daily overtime rule and from weekly overtime. (CA Labor Code §510; IWC Wage Orders)

6Under California law, when must an employer provide the first meal period to a nonexempt employee?

A.Before the end of the employee's sixth hour of work

B.Before the end of the employee's fifth hour of work

C.After four hours of continuous work

D.After eight hours of work

Explanation: California requires employers to provide a 30-minute unpaid meal period before the end of the employee's fifth hour of work (i.e., no later than the start of the sixth hour). The meal period may be waived by mutual consent if the total work period is no more than six hours. (CA Labor Code §512; IWC Wage Orders)

7What is the premium pay consequence when a California employer fails to provide a required meal or rest period?

A.No penalty if the employee voluntarily skipped the break

B.One additional hour of pay at the employee's regular rate per missed period per day

C.Double the employee's hourly rate for the entire shift

D.A $250 civil penalty payable to the state

Explanation: Under California Labor Code §226.7, if an employer fails to provide a compliant meal or rest period, the employer must pay the employee one additional hour of pay at the regular rate of compensation for each missed period. This premium is owed per missed period, meaning a day with both a missed meal and a missed rest could trigger two additional hours of premium pay. (CA Labor Code §226.7)

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

A.One rest break

B.Two rest breaks

C.Three rest breaks

D.Rest breaks are unpaid and discretionary

Explanation: California IWC Wage Orders require one 10-minute rest break for every four hours worked or major fraction thereof. For an 8-hour day, this means two paid rest breaks. Employers must authorize and permit the breaks; they are paid time and cannot be waived. (IWC Wage Orders; CA Labor Code §226.7)

9A 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?

A.Pay for 2 hours actually worked only

B.Pay for half the scheduled shift — 2 hours — which equals the 2 hours worked, so nothing extra is owed

C.Pay for at least half the scheduled shift (2 hours) but no less than 2 hours; since the employee worked 2, reporting time is satisfied

D.Pay for at least half the scheduled shift at the regular rate as a reporting-time premium, totaling 2 hours — which already equals hours worked, so no additional reporting-time pay is owed here

Explanation: California's reporting-time pay rule (IWC Wage Orders) requires that when an employee reports for a scheduled shift but works less than half of the scheduled time due to employer action, the employer must pay at least half the scheduled shift (but not less than 2 hours and not more than 4 hours). For a 4-hour scheduled shift, the minimum is 2 hours. Because the employee worked exactly 2 hours, the reporting-time obligation is met by the wages already paid. (IWC Wage Orders §5)

10A California employee is involuntarily terminated on a Wednesday afternoon. Under California Labor Code §201, when must the employer provide the final paycheck?

A.Within 72 hours of termination

B.By the next regular payday

C.At the time of termination

D.Within 3 business days of termination

Explanation: California Labor Code §201 requires that when an employer discharges an employee, all earned wages must be paid immediately at the time of discharge. This 'at time of termination' rule is one of California's most stringent final-pay requirements. Failure to comply subjects the employer to waiting-time penalties of up to 30 days of wages under Labor Code §203.

About the SHRM CA Law Specialty Exam

The SHRM California Law HR Specialty Credential demonstrates mastery of California's complex employment law landscape. Earned by completing an instructor-led program, five SHRM eLearning courses, and passing a 30-question online knowledge assessment, it covers California wage and hour law, FEHA, CFRA, PAGA, privacy, workplace safety, and pay transparency requirements. Credential holders earn 26.5 PDCs toward SHRM-CP or SHRM-SCP recertification.

Questions

30 scored questions

Time Limit

Online, self-paced; no published time limit

Passing Score

Not publicly disclosed by SHRM

Exam Fee

Included in SHRM CA Law Specialty Credential learning package (SHRM)

SHRM CA Law Specialty Exam Content Outline

~25%

California Wage & Hour Law

Minimum wage ($16.90/hr as of 1/1/2026), daily overtime, double time, meal/rest breaks, reporting-time pay, final pay timing, waiting-time penalties, wage statements (Lab. Code §226), and expense reimbursement (Lab. Code §2802)

~20%

FEHA — Discrimination, Harassment & Accommodation

FEHA protected classes (broader than Title VII), harassment prevention training (SB 1343), disability accommodation (interactive process), pregnancy disability leave (PDL), CRD enforcement, and FEHA statute of limitations (3 years post-AB 9)

~20%

Leaves of Absence

CFRA vs. FMLA key differences, PDL + CFRA stacking, California Paid Family Leave (PFL), paid sick leave (SB 616: 5 days/40 hrs), CalSavers retirement mandate, Cal-WARN (60-day notice, 75-employee threshold), and SDI

~10%

Worker Classification & Noncompete

AB 5 ABC test (Dynamex), independent contractor classification, noncompete prohibitions under B&P §16600, SB 699, and AB 1076 (notice obligation)

~10%

Pay Transparency & Equal Pay

SB 1162 pay scale posting (15+ employees), annual pay data reporting to CRD (100+ employees), salary history ban (AB 168), California Equal Pay Act (sex, race, ethnicity)

~8%

PAGA & Enforcement

PAGA notice prerequisites, 2024 reform (AB 2288/SB 92): employee share increased to 35%, cure provisions, derivative penalty elimination

~7%

Privacy, Background Checks & Safety

CCPA/CPRA employee data rights (full rights effective 1/1/2023), Fair Chance Act ban-the-box (5+ employees, post-conditional-offer inquiry only), personnel file access (Lab. Code §1198.5), Cal/OSHA IIPP, SB 553 WVPP

How to Pass the SHRM CA Law Specialty Exam

What You Need to Know

Passing score: Not publicly disclosed by SHRM
Exam length: 30 questions
Time limit: Online, self-paced; no published time limit
Exam fee: Included in SHRM CA Law Specialty Credential learning package

Keys to Passing

Complete 500+ practice questions
Score 80%+ consistently before scheduling
Focus on highest-weighted sections
Use our AI tutor for tough concepts

SHRM CA Law Specialty Study Tips from Top Performers

1Focus on California-specific departures from federal law — CFRA at 5 employees vs. FMLA at 50, FEHA disability standard ('limit' not 'substantially limit'), and daily overtime

2Memorize the 2026 minimum wage ($16.90/hr) and the exempt salary threshold ($70,304/year)

3Understand the PDL + CFRA baby-bonding stacking right — a uniquely California leave combination

4Know all three prongs of the AB 5 ABC test (A=control, B=outside usual business, C=independent trade) and why Prong B is hardest to satisfy

5Review the SB 1343 training matrix: who trains whom, when, and how often (5+ employees, 2hrs supervisors / 1hr non-supervisors, every 2 years)

Frequently Asked Questions

What is the SHRM California Law HR Specialty Credential?

It is a SHRM Specialty Credential that demonstrates deep expertise in California employment law. Candidates complete an instructor-led program, five eLearning courses, and pass a 30-question online knowledge assessment, earning 26.5 PDCs toward SHRM-CP or SHRM-SCP recertification upon completion.

How many questions are on the SHRM California Law knowledge assessment?

The SHRM California Law HR knowledge assessment contains 30 questions. Our practice bank provides 100 questions — over three times the coverage — to help you build deep mastery of California employment law.

Do I need the SHRM-CP or SHRM-SCP to earn the California Law Specialty Credential?

No. You do not need to hold SHRM-CP or SHRM-SCP to earn the Specialty Credential. However, if you do hold a SHRM certification, the 26.5 PDCs will auto-populate in your SHRM certification profile.

What California laws does the SHRM CA Law credential cover?

Key topics include California wage and hour law (daily overtime, meal/rest breaks, final pay), FEHA discrimination and harassment (including SB 1343 training requirements), CFRA vs. FMLA differences, paid sick leave (SB 616), PAGA enforcement, pay transparency (SB 1162), the AB 5 ABC test for independent contractors, noncompete prohibitions (SB 699, AB 1076), and workplace violence prevention (SB 553).

What is California's minimum wage in 2026?

California's statewide minimum wage is $16.90 per hour as of January 1, 2026, applicable to all employers regardless of size. Some cities and industries (fast food, health care) have higher rates. The 2026 exempt salary threshold is $70,304 annually.

What are the key differences between CFRA and FMLA?

CFRA applies to employers with 5+ employees (vs. FMLA's 50+), covers a broader set of family members (including domestic partners, grandparents, grandchildren, siblings, and parents-in-law), and — critically — CFRA baby-bonding leave does NOT run concurrently with Pregnancy Disability Leave (PDL), allowing employees to stack up to 7+ months of job-protected leave.