PHRca – Professional in Human Resources (California) Practice
Questions and Answers Updated 2026 | Complete California HR
Certification Study Guide with Verified Questions, Detailed Rationales,
California Employment Law, HR Operations, Talent Acquisition,
Compensation & Benefits, Employee Relations, Compliance, Workplace
Safety & PHRca Exam Prep
Question 1: Under California law, when must an employer provide final wages to an
employee who is discharged? A. Within 72 hours B. At the time of termination C. On
the next regular payday D. Within 14 days CORRECT ANSWER: B. At the time of
termination Rationale: California Labor Code requires that all earned and unpaid
wages are due and payable immediately upon discharge.
Question 2: How many hours must an employee work in California to be entitled to
a 30-minute unpaid meal break? A. More than 3 hours B. More than 4 hours C. More
than 5 hours D. More than 6 hours CORRECT ANSWER: C. More than 5 hours
Rationale: California law mandates a 30-minute off-duty meal period for employees
working more than five hours in a workday.
Question 3: What is the minimum duration for a paid 10-minute rest break in
California? A. 5 minutes for every 2 hours worked B. 10 minutes for every 4 hours
worked or major fraction thereof C. 15 minutes for every 4 hours worked D. 20 minutes
for every 6 hours worked CORRECT ANSWER: B. 10 minutes for every 4 hours worked
or major fraction thereof Rationale: California requires a 10-minute paid rest break for
every four hours worked or major fraction thereof (more than two hours).
Question 4: Which California law prohibits employers from asking about an
applicant's salary history? A. California Equal Pay Act B. California Fair Chance Act C.
California Labor Code Section 432.3 D. California Consumer Privacy Act CORRECT
ANSWER: C. California Labor Code Section 432.3 Rationale: Labor Code Section
432.3 prohibits employers from relying on or seeking an applicant's prior salary history
as a condition of employment.
Question 5: What is the waiting time penalty for an employer who willfully fails to
pay final wages on time in California? A. 10% of the unpaid wages B. A flat $500 fine
per employee C. The employee's daily rate of pay for up to 30 days D. Double the unpaid
wages CORRECT ANSWER: C. The employee's daily rate of pay for up to 30 days
Rationale: Waiting time penalties accrue at the employee's regular daily rate of pay for
each day the wages are unpaid, up to a maximum of 30 days.
Question 6: Under the California Fair Employment and Housing Act (FEHA), how
many employees must an employer have to be covered? A. 1 or more B. 5 or more C.
15 or more D. 50 or more CORRECT ANSWER: B. 5 or more Rationale: FEHA applies to
employers with five or more employees, whereas Title VII requires 15 or more.
Question 7: What is the required timeframe for an employer to provide a copy of an
employee's personnel file upon a reasonable request? A. 24 hours B. 7 days C. 30
days D. 60 days CORRECT ANSWER: C. 30 days Rationale: California Labor Code
,Section 432 requires employers to provide a copy of the personnel file within 30 days of
a written request.
Question 8: Which of the following is considered a "major fraction" of a four-hour
work period for rest breaks? A. Exactly 2 hours B. More than 2 hours C. Exactly 3 hours
D. More than 3 hours CORRECT ANSWER: B. More than 2 hours Rationale: A major
fraction of a four-hour period is defined as any time worked beyond two hours, meaning
a break is required if working more than 3.5 hours.
Question 9: Under California law, when must final wages be paid to an employee
who quits without giving at least 72 hours' notice? A. Immediately B. Within 24 hours
C. Within 72 hours D. On the next regular payday CORRECT ANSWER: C. Within 72
hours Rationale: If an employee quits without 72 hours' notice, the employer has 72
hours from the time of resignation to provide final pay.
Question 10: What is the statute of limitations for an employee to file a wage claim
for unpaid overtime in California? A. 1 year B. 2 years C. 3 years D. 4 years CORRECT
ANSWER: C. 3 years Rationale: Under California law, the statute of limitations for filing
a wage claim for unpaid overtime or minimum wage violations is generally three years.
Question 11: Which California agency enforces the state's wage and hour laws? A.
Cal/OSHA B. EDD C. DLSE D. DFEH CORRECT ANSWER: C. DLSE Rationale: The
Division of Labor Standards Enforcement (DLSE), also known as the Labor
Commissioner's Office, enforces California's labor laws, including wage and hour
regulations.
Question 12: Under the California Family Rights Act (CFRA), how many weeks of
job-protected leave are eligible employees entitled to? A. 4 weeks B. 8 weeks C. 12
weeks D. 16 weeks CORRECT ANSWER: C. 12 weeks Rationale: CFRA provides eligible
employees with up to 12 workweeks of unpaid, job-protected leave in a 12-month
period.
Question 13: What is the minimum number of employees an employer must have to
be covered by CFRA? A. 5 or more B. 15 or more C. 20 or more D. 50 or more CORRECT
ANSWER: C. 20 or more Rationale: CFRA applies to employers with 5 or more
employees for pregnancy disability leave, but for general CFRA leave, the threshold is 20
or more employees within a 75-mile radius. (Note: As of 2021, CFRA applies to
employers with 5+ employees, wait, let me correct this. The threshold was lowered to 5
employees in 2021. Let me fix Q13). Correction for Q13: Question 13: As of 2021, what
is the minimum number of employees an employer must have to be covered by
CFRA? A. 5 or more B. 15 or more C. 20 or more D. 50 or more CORRECT ANSWER: A. 5
or more Rationale: SB 1383 expanded CFRA coverage to all employers with five or more
employees, effective January 1, 2021.
Question 14: Under California law, can an employee waive their right to a 30-minute
meal break if they work less than six hours? A. No, it is mandatory regardless of
hours. B. Yes, by mutual consent of employer and employee. C. Yes, at the sole
,discretion of the employer. D. Yes, but only if they are paid for the time. CORRECT
ANSWER: B. Yes, by mutual consent of employer and employee. Rationale: If the
total work period is no more than six hours, the meal period may be waived by mutual
consent of both the employer and the employee.
Question 15: What is the maximum number of hours an adult employee can be
required to work in a single workday in California before it is considered illegal? A. 8
hours B. 10 hours C. 12 hours D. There is no maximum limit for adults. CORRECT
ANSWER: D. There is no maximum limit for adults. Rationale: California law does not
restrict the number of hours an adult employee can work in a day, but it mandates
overtime pay for hours exceeding 8 or 12.
Question 16: Which of the following is NOT a valid reason for an employer to deduct
wages from an employee's paycheck in California? A. Court-ordered wage
garnishment B. Voluntary written authorization for health insurance premiums C. Cash
register shortage caused by a non-management employee D. Required tax withholdings
CORRECT ANSWER: C. Cash register shortage caused by a non-management
employee Rationale: Employers cannot deduct from an employee's wages for cash
register shortages, breakage, or loss of company property unless the shortage was
caused by the employee's dishonesty, willful act, or gross negligence.
Question 17: Under the California Equal Pay Act, what is the standard for
comparing jobs to determine if equal pay is required? A. Same job title B.
Substantially similar work C. Same department D. Same shift CORRECT ANSWER: B.
Substantially similar work Rationale: The California Equal Pay Act requires equal pay
for employees performing "substantially similar work" when viewed as a composite of
skill, effort, and responsibility.
Question 18: How long must California employers retain payroll records? A. 1 year
B. 2 years C. 3 years D. 4 years CORRECT ANSWER: D. 4 years Rationale: California
Labor Code requires employers to keep payroll records for at least four years.
Question 19: What is the required paid sick leave accrual rate under California's
Healthy Workplaces, Healthy Families Act? A. 1 hour for every 20 hours worked B. 1
hour for every 30 hours worked C. 1 hour for every 40 hours worked D. 1 hour for every
50 hours worked CORRECT ANSWER: B. 1 hour for every 30 hours worked Rationale:
Effective Jan 1, 2024, the accrual rate for paid sick leave in California is 1 hour for every
30 hours worked.
Question 20: What is the minimum amount of paid sick leave an employer can cap
an employee's annual usage at, under California law (as of 2024)? A. 3 days or 24
hours B. 5 days or 40 hours C. 6 days or 48 hours D. There is no cap. CORRECT
ANSWER: B. 5 days or 40 hours Rationale: As of January 1, 2024, California law allows
employers to limit the use of paid sick leave to 5 days or 40 hours per year.
Question 21: Under California law, when must an employer provide a 15-minute
rest break? A. Before the end of the first 2 hours of work B. In the middle of each 4-hour
, work period "insofar as practicable" C. At the exact midpoint of the shift D. Only if
requested by the employee CORRECT ANSWER: B. In the middle of each 4-hour work
period "insofar as practicable" Rationale: California law requires rest breaks to be
provided in the middle of each four-hour work period or major fraction thereof, insofar
as practicable.
Question 22: Can an employer require an employee to work during a 10-minute paid
rest break in California? A. Yes, if the employee agrees. B. Yes, if the employee is paid
double time. C. No, rest breaks must be completely duty-free. D. Yes, if it is a business
emergency. CORRECT ANSWER: C. No, rest breaks must be completely duty-free.
Rationale: Rest periods are considered time worked and must be duty-free; the
employer must relieve the employee of all duties during the 10-minute break.
Question 23: What is the penalty for an employer who fails to provide a compliant
meal break in California? A. One hour of pay at the regular rate B. Two hours of pay at
the regular rate C. One hour of pay at the overtime rate D. A flat $100 fine CORRECT
ANSWER: A. One hour of pay at the regular rate Rationale: Employers must pay one
additional hour of pay at the employee's regular rate of pay for each workday that a meal
or rest break is not provided.
Question 24: Which of the following employees is exempt from California's
overtime laws? A. A commissioned retail employee earning 100% of minimum wage B.
An outside salesperson who spends 80% of their time selling C. A computer
professional paid an hourly rate of $40 D. A teacher at a private school earning a salary
of $30,000 CORRECT ANSWER: B. An outside salesperson who spends 80% of their
time selling Rationale: The outside sales exemption requires the employee to be over
18 and spend more than 50% of their work time away from the employer's place of
business selling.
Question 25: What is the minimum salary threshold for the executive,
administrative, and professional exemptions in California (for employers with 26 or
more employees) in 2024? A. $58,240 B. $62,400 C. $66,560 D. $75,000 CORRECT
ANSWER: C. $66,560 Rationale: As of Jan 1, 2024, the minimum annual salary for
white-collar exemptions in CA for employers with 26+ employees is $66,560 (twice the
state minimum wage for large employers).
Question 26: Under the California Fair Chance Act, when can an employer conduct
a criminal background check? A. Before making any offer of employment B. After a
conditional offer of employment has been made C. Only after the employee has worked
for 90 days D. Only if the crime is a felony CORRECT ANSWER: B. After a conditional
offer of employment has been made Rationale: The "Ban the Box" law prohibits
employers from asking about criminal history until after a conditional offer of
employment has been made.
Question 27: What must an employer do before taking an adverse action based on a
criminal background check under the CA Fair Chance Act? A. Nothing, they can act
immediately. B. Conduct an individualized assessment of the conviction. C. Wait for 30
Questions and Answers Updated 2026 | Complete California HR
Certification Study Guide with Verified Questions, Detailed Rationales,
California Employment Law, HR Operations, Talent Acquisition,
Compensation & Benefits, Employee Relations, Compliance, Workplace
Safety & PHRca Exam Prep
Question 1: Under California law, when must an employer provide final wages to an
employee who is discharged? A. Within 72 hours B. At the time of termination C. On
the next regular payday D. Within 14 days CORRECT ANSWER: B. At the time of
termination Rationale: California Labor Code requires that all earned and unpaid
wages are due and payable immediately upon discharge.
Question 2: How many hours must an employee work in California to be entitled to
a 30-minute unpaid meal break? A. More than 3 hours B. More than 4 hours C. More
than 5 hours D. More than 6 hours CORRECT ANSWER: C. More than 5 hours
Rationale: California law mandates a 30-minute off-duty meal period for employees
working more than five hours in a workday.
Question 3: What is the minimum duration for a paid 10-minute rest break in
California? A. 5 minutes for every 2 hours worked B. 10 minutes for every 4 hours
worked or major fraction thereof C. 15 minutes for every 4 hours worked D. 20 minutes
for every 6 hours worked CORRECT ANSWER: B. 10 minutes for every 4 hours worked
or major fraction thereof Rationale: California requires a 10-minute paid rest break for
every four hours worked or major fraction thereof (more than two hours).
Question 4: Which California law prohibits employers from asking about an
applicant's salary history? A. California Equal Pay Act B. California Fair Chance Act C.
California Labor Code Section 432.3 D. California Consumer Privacy Act CORRECT
ANSWER: C. California Labor Code Section 432.3 Rationale: Labor Code Section
432.3 prohibits employers from relying on or seeking an applicant's prior salary history
as a condition of employment.
Question 5: What is the waiting time penalty for an employer who willfully fails to
pay final wages on time in California? A. 10% of the unpaid wages B. A flat $500 fine
per employee C. The employee's daily rate of pay for up to 30 days D. Double the unpaid
wages CORRECT ANSWER: C. The employee's daily rate of pay for up to 30 days
Rationale: Waiting time penalties accrue at the employee's regular daily rate of pay for
each day the wages are unpaid, up to a maximum of 30 days.
Question 6: Under the California Fair Employment and Housing Act (FEHA), how
many employees must an employer have to be covered? A. 1 or more B. 5 or more C.
15 or more D. 50 or more CORRECT ANSWER: B. 5 or more Rationale: FEHA applies to
employers with five or more employees, whereas Title VII requires 15 or more.
Question 7: What is the required timeframe for an employer to provide a copy of an
employee's personnel file upon a reasonable request? A. 24 hours B. 7 days C. 30
days D. 60 days CORRECT ANSWER: C. 30 days Rationale: California Labor Code
,Section 432 requires employers to provide a copy of the personnel file within 30 days of
a written request.
Question 8: Which of the following is considered a "major fraction" of a four-hour
work period for rest breaks? A. Exactly 2 hours B. More than 2 hours C. Exactly 3 hours
D. More than 3 hours CORRECT ANSWER: B. More than 2 hours Rationale: A major
fraction of a four-hour period is defined as any time worked beyond two hours, meaning
a break is required if working more than 3.5 hours.
Question 9: Under California law, when must final wages be paid to an employee
who quits without giving at least 72 hours' notice? A. Immediately B. Within 24 hours
C. Within 72 hours D. On the next regular payday CORRECT ANSWER: C. Within 72
hours Rationale: If an employee quits without 72 hours' notice, the employer has 72
hours from the time of resignation to provide final pay.
Question 10: What is the statute of limitations for an employee to file a wage claim
for unpaid overtime in California? A. 1 year B. 2 years C. 3 years D. 4 years CORRECT
ANSWER: C. 3 years Rationale: Under California law, the statute of limitations for filing
a wage claim for unpaid overtime or minimum wage violations is generally three years.
Question 11: Which California agency enforces the state's wage and hour laws? A.
Cal/OSHA B. EDD C. DLSE D. DFEH CORRECT ANSWER: C. DLSE Rationale: The
Division of Labor Standards Enforcement (DLSE), also known as the Labor
Commissioner's Office, enforces California's labor laws, including wage and hour
regulations.
Question 12: Under the California Family Rights Act (CFRA), how many weeks of
job-protected leave are eligible employees entitled to? A. 4 weeks B. 8 weeks C. 12
weeks D. 16 weeks CORRECT ANSWER: C. 12 weeks Rationale: CFRA provides eligible
employees with up to 12 workweeks of unpaid, job-protected leave in a 12-month
period.
Question 13: What is the minimum number of employees an employer must have to
be covered by CFRA? A. 5 or more B. 15 or more C. 20 or more D. 50 or more CORRECT
ANSWER: C. 20 or more Rationale: CFRA applies to employers with 5 or more
employees for pregnancy disability leave, but for general CFRA leave, the threshold is 20
or more employees within a 75-mile radius. (Note: As of 2021, CFRA applies to
employers with 5+ employees, wait, let me correct this. The threshold was lowered to 5
employees in 2021. Let me fix Q13). Correction for Q13: Question 13: As of 2021, what
is the minimum number of employees an employer must have to be covered by
CFRA? A. 5 or more B. 15 or more C. 20 or more D. 50 or more CORRECT ANSWER: A. 5
or more Rationale: SB 1383 expanded CFRA coverage to all employers with five or more
employees, effective January 1, 2021.
Question 14: Under California law, can an employee waive their right to a 30-minute
meal break if they work less than six hours? A. No, it is mandatory regardless of
hours. B. Yes, by mutual consent of employer and employee. C. Yes, at the sole
,discretion of the employer. D. Yes, but only if they are paid for the time. CORRECT
ANSWER: B. Yes, by mutual consent of employer and employee. Rationale: If the
total work period is no more than six hours, the meal period may be waived by mutual
consent of both the employer and the employee.
Question 15: What is the maximum number of hours an adult employee can be
required to work in a single workday in California before it is considered illegal? A. 8
hours B. 10 hours C. 12 hours D. There is no maximum limit for adults. CORRECT
ANSWER: D. There is no maximum limit for adults. Rationale: California law does not
restrict the number of hours an adult employee can work in a day, but it mandates
overtime pay for hours exceeding 8 or 12.
Question 16: Which of the following is NOT a valid reason for an employer to deduct
wages from an employee's paycheck in California? A. Court-ordered wage
garnishment B. Voluntary written authorization for health insurance premiums C. Cash
register shortage caused by a non-management employee D. Required tax withholdings
CORRECT ANSWER: C. Cash register shortage caused by a non-management
employee Rationale: Employers cannot deduct from an employee's wages for cash
register shortages, breakage, or loss of company property unless the shortage was
caused by the employee's dishonesty, willful act, or gross negligence.
Question 17: Under the California Equal Pay Act, what is the standard for
comparing jobs to determine if equal pay is required? A. Same job title B.
Substantially similar work C. Same department D. Same shift CORRECT ANSWER: B.
Substantially similar work Rationale: The California Equal Pay Act requires equal pay
for employees performing "substantially similar work" when viewed as a composite of
skill, effort, and responsibility.
Question 18: How long must California employers retain payroll records? A. 1 year
B. 2 years C. 3 years D. 4 years CORRECT ANSWER: D. 4 years Rationale: California
Labor Code requires employers to keep payroll records for at least four years.
Question 19: What is the required paid sick leave accrual rate under California's
Healthy Workplaces, Healthy Families Act? A. 1 hour for every 20 hours worked B. 1
hour for every 30 hours worked C. 1 hour for every 40 hours worked D. 1 hour for every
50 hours worked CORRECT ANSWER: B. 1 hour for every 30 hours worked Rationale:
Effective Jan 1, 2024, the accrual rate for paid sick leave in California is 1 hour for every
30 hours worked.
Question 20: What is the minimum amount of paid sick leave an employer can cap
an employee's annual usage at, under California law (as of 2024)? A. 3 days or 24
hours B. 5 days or 40 hours C. 6 days or 48 hours D. There is no cap. CORRECT
ANSWER: B. 5 days or 40 hours Rationale: As of January 1, 2024, California law allows
employers to limit the use of paid sick leave to 5 days or 40 hours per year.
Question 21: Under California law, when must an employer provide a 15-minute
rest break? A. Before the end of the first 2 hours of work B. In the middle of each 4-hour
, work period "insofar as practicable" C. At the exact midpoint of the shift D. Only if
requested by the employee CORRECT ANSWER: B. In the middle of each 4-hour work
period "insofar as practicable" Rationale: California law requires rest breaks to be
provided in the middle of each four-hour work period or major fraction thereof, insofar
as practicable.
Question 22: Can an employer require an employee to work during a 10-minute paid
rest break in California? A. Yes, if the employee agrees. B. Yes, if the employee is paid
double time. C. No, rest breaks must be completely duty-free. D. Yes, if it is a business
emergency. CORRECT ANSWER: C. No, rest breaks must be completely duty-free.
Rationale: Rest periods are considered time worked and must be duty-free; the
employer must relieve the employee of all duties during the 10-minute break.
Question 23: What is the penalty for an employer who fails to provide a compliant
meal break in California? A. One hour of pay at the regular rate B. Two hours of pay at
the regular rate C. One hour of pay at the overtime rate D. A flat $100 fine CORRECT
ANSWER: A. One hour of pay at the regular rate Rationale: Employers must pay one
additional hour of pay at the employee's regular rate of pay for each workday that a meal
or rest break is not provided.
Question 24: Which of the following employees is exempt from California's
overtime laws? A. A commissioned retail employee earning 100% of minimum wage B.
An outside salesperson who spends 80% of their time selling C. A computer
professional paid an hourly rate of $40 D. A teacher at a private school earning a salary
of $30,000 CORRECT ANSWER: B. An outside salesperson who spends 80% of their
time selling Rationale: The outside sales exemption requires the employee to be over
18 and spend more than 50% of their work time away from the employer's place of
business selling.
Question 25: What is the minimum salary threshold for the executive,
administrative, and professional exemptions in California (for employers with 26 or
more employees) in 2024? A. $58,240 B. $62,400 C. $66,560 D. $75,000 CORRECT
ANSWER: C. $66,560 Rationale: As of Jan 1, 2024, the minimum annual salary for
white-collar exemptions in CA for employers with 26+ employees is $66,560 (twice the
state minimum wage for large employers).
Question 26: Under the California Fair Chance Act, when can an employer conduct
a criminal background check? A. Before making any offer of employment B. After a
conditional offer of employment has been made C. Only after the employee has worked
for 90 days D. Only if the crime is a felony CORRECT ANSWER: B. After a conditional
offer of employment has been made Rationale: The "Ban the Box" law prohibits
employers from asking about criminal history until after a conditional offer of
employment has been made.
Question 27: What must an employer do before taking an adverse action based on a
criminal background check under the CA Fair Chance Act? A. Nothing, they can act
immediately. B. Conduct an individualized assessment of the conviction. C. Wait for 30
