PHRca – Professional in Human Resources–California |
Comprehensive Study Guide, Practice Exam, Exam
Questions & Answers, Exam Prep Test Bank, California
Employment Law, HR Compliance, Employee Relations,
Talent Acquisition, Compensation & Benefits,
Performance Management, Leave Administration,
Workplace Investigations, Detailed Rationales,
Professional HR Certification Review
Question 1: Under California law, which of the following best defines the
standard for "hours worked" as it pertains to employee rest periods?
A. Rest periods of less than 20 minutes must be paid and count as hours worked.
B. Rest periods are not counted as hours worked if the employee is fully relieved of all
duties.
C. Only rest periods that exceed 15 minutes are counted as hours worked.
D. Rest periods are counted as hours worked only if they occur during overtime hours.
CORRECT ANSWER: A. Rest periods of less than 20 minutes must be paid and
count as hours worked.
Rationale: Under California law (IWC Wage Orders), rest periods must be counted as
hours worked and paid because they are considered part of the workday. Specifically,
rest periods that are 20 minutes or less are considered compensable work time. This
ensures employees are compensated for brief breaks that are controlled by the
employer.
Question 2: In California, which of the following is a requirement for a valid
arbitration agreement in the employment context post-AB 51?
A. The agreement must be signed by both parties and notarized.
B. The agreement must be drafted in both English and Spanish.
C. The agreement cannot be a condition of employment, and the employee must have
the right to opt out.
D. The agreement must include a jury trial waiver clause.
CORRECT ANSWER: C. The agreement cannot be a condition of employment,
and the employee must have the right to opt out.
Rationale: Assembly Bill 51 (AB 51) prohibits employers from requiring employees to
sign arbitration agreements as a condition of employment. The law mandates that such
agreements be voluntary, and employees must be given the right to opt out without fear
of retaliation.
,Question 3: What is the minimum salary threshold for an employee to be
classified as exempt under the "Administrative Exemption" in California for
2026?
A. Twice the state minimum wage for a 40-hour workweek.
B. Two times the minimum wage for a 40-hour workweek, based on the employee's
location.
C. A fixed monthly salary of $4,000.
D. A fixed annual salary of $58,240.
CORRECT ANSWER: B. Two times the minimum wage for a 40-hour workweek,
based on the employee's location.
Rationale: In California, the salary threshold for exempt employees (including
administrative, professional, and executive) is set at two times the state minimum wage
for a 40-hour workweek. The threshold varies depending on the applicable minimum
wage (state or local), making it a dynamic figure.
Question 4: Under the California Family Rights Act (CFRA), which of the
following is a qualifying event for leave?
A. The birth of a child, adoption, or foster care placement.
B. The employee's own non-serious medical condition.
C. A pet's terminal illness requiring care.
D. The marriage of a child.
CORRECT ANSWER: A. The birth of a child, adoption, or foster care
placement.
Rationale: The CFRA provides up to 12 weeks of unpaid leave for family and medical
reasons, including the birth of a child, adoption, foster care placement, or the serious
health condition of the employee or a family member. Personal pet care is not covered.
Question 5: Which federal law requires employers to provide up to 12 weeks of
unpaid leave for military family members in California?
A. FMLA (Family and Medical Leave Act)
B. ADA (Americans with Disabilities Act)
C. FLSA (Fair Labor Standards Act)
D. NLRA (National Labor Relations Act)
CORRECT ANSWER: A. FMLA (Family and Medical Leave Act)
Rationale: The FMLA provides eligible employees with up to 12 weeks of unpaid leave
for qualifying exigencies related to a family member's military service and for the care of
a covered servicemember. This federal law operates concurrently with CFRA.
,Question 6: In California, which of the following is a mandatory subject of
bargaining under the Meyers-Milias-Brown Act (MMBA) for public sector
employees?
A. The political affiliation of employees.
B. Wages, hours, and other terms and conditions of employment.
C. The employer's internal management structure.
D. The budget deficit management strategies.
CORRECT ANSWER: B. Wages, hours, and other terms and conditions of
employment.
Rationale: The MMBA requires public agencies to bargain in good faith over wages,
hours, and other terms and conditions of employment, similar to private-sector labor
law. Management structure and budget deficits are not typically mandatory subjects.
Question 7: What is the statute of limitations for filing a wage claim with the
California Labor Commissioner?
A. 90 days from the date of the violation.
B. 1 year from the date of the violation.
C. 3 years from the date of the violation.
D. 5 years from the date of the violation.
CORRECT ANSWER: C. 3 years from the date of the violation.
Rationale: Under California Labor Code, wage claims must generally be filed within 3
years of the violation. This allows for recovery of unpaid wages, including overtime and
meal/rest period premiums.
Question 8: Under California's Private Attorneys General Act (PAGA), who has
standing to bring a lawsuit for Labor Code violations?
A. Any individual who believes they are a victim of a Labor Code violation.
B. Only the state Attorney General.
C. Only employees who have suffered physical injury.
D. An employee alleging violations on behalf of themselves and other current or former
employees.
CORRECT ANSWER: D. An employee alleging violations on behalf of
themselves and other current or former employees.
Rationale: PAGA allows an employee to bring a representative action on behalf of
themselves and other current or former employees to recover civil penalties for Labor
Code violations, acting as a private attorney general.
, Question 9: Which of the following is NOT a requirement for a valid California
non-compete agreement?
A. The agreement must be reasonable in duration.
B. The agreement must protect a trade secret.
C. The agreement must be necessary to protect the employer's business.
D. Non-compete agreements are generally void in California.
CORRECT ANSWER: D. Non-compete agreements are generally void in
California.
Rationale: California law (Business and Professions Code § 16600) generally prohibits
non-compete agreements. They are void unless they fall under a specific statutory
exception, such as the sale of a business. Thus, all other options are invalid as
requirements.
Question 10: What is the California "Day of Rest" requirement?
A. Employers must provide one day of rest in every seven consecutive calendar days.
B. Employers must provide one day of rest in every 14 days.
C. Employers must provide a day of rest only if the employee requests it.
D. Employers must provide a day of rest on Sundays.
CORRECT ANSWER: A. Employers must provide one day of rest in every seven
consecutive calendar days.
Rationale: California Labor Code § 551 mandates that every employee is entitled to one
day of rest in any seven consecutive calendar days. An exception applies if the total
hours worked in the week do not exceed 30 hours.
Question 11: Under the California Whistleblower Protection Act, which agency
enforces protections for state employees who report improper governmental
activities?
A. The California Department of Fair Employment and Housing (DFEH).
B. The California State Auditor.
C. The California Public Employment Relations Board (PERB).
D. The California Division of Labor Standards Enforcement (DLSE).
CORRECT ANSWER: B. The California State Auditor.
Rationale: The California Whistleblower Protection Act provides protections for state
employees, and the State Auditor is responsible for investigating complaints of improper
governmental activities.
Comprehensive Study Guide, Practice Exam, Exam
Questions & Answers, Exam Prep Test Bank, California
Employment Law, HR Compliance, Employee Relations,
Talent Acquisition, Compensation & Benefits,
Performance Management, Leave Administration,
Workplace Investigations, Detailed Rationales,
Professional HR Certification Review
Question 1: Under California law, which of the following best defines the
standard for "hours worked" as it pertains to employee rest periods?
A. Rest periods of less than 20 minutes must be paid and count as hours worked.
B. Rest periods are not counted as hours worked if the employee is fully relieved of all
duties.
C. Only rest periods that exceed 15 minutes are counted as hours worked.
D. Rest periods are counted as hours worked only if they occur during overtime hours.
CORRECT ANSWER: A. Rest periods of less than 20 minutes must be paid and
count as hours worked.
Rationale: Under California law (IWC Wage Orders), rest periods must be counted as
hours worked and paid because they are considered part of the workday. Specifically,
rest periods that are 20 minutes or less are considered compensable work time. This
ensures employees are compensated for brief breaks that are controlled by the
employer.
Question 2: In California, which of the following is a requirement for a valid
arbitration agreement in the employment context post-AB 51?
A. The agreement must be signed by both parties and notarized.
B. The agreement must be drafted in both English and Spanish.
C. The agreement cannot be a condition of employment, and the employee must have
the right to opt out.
D. The agreement must include a jury trial waiver clause.
CORRECT ANSWER: C. The agreement cannot be a condition of employment,
and the employee must have the right to opt out.
Rationale: Assembly Bill 51 (AB 51) prohibits employers from requiring employees to
sign arbitration agreements as a condition of employment. The law mandates that such
agreements be voluntary, and employees must be given the right to opt out without fear
of retaliation.
,Question 3: What is the minimum salary threshold for an employee to be
classified as exempt under the "Administrative Exemption" in California for
2026?
A. Twice the state minimum wage for a 40-hour workweek.
B. Two times the minimum wage for a 40-hour workweek, based on the employee's
location.
C. A fixed monthly salary of $4,000.
D. A fixed annual salary of $58,240.
CORRECT ANSWER: B. Two times the minimum wage for a 40-hour workweek,
based on the employee's location.
Rationale: In California, the salary threshold for exempt employees (including
administrative, professional, and executive) is set at two times the state minimum wage
for a 40-hour workweek. The threshold varies depending on the applicable minimum
wage (state or local), making it a dynamic figure.
Question 4: Under the California Family Rights Act (CFRA), which of the
following is a qualifying event for leave?
A. The birth of a child, adoption, or foster care placement.
B. The employee's own non-serious medical condition.
C. A pet's terminal illness requiring care.
D. The marriage of a child.
CORRECT ANSWER: A. The birth of a child, adoption, or foster care
placement.
Rationale: The CFRA provides up to 12 weeks of unpaid leave for family and medical
reasons, including the birth of a child, adoption, foster care placement, or the serious
health condition of the employee or a family member. Personal pet care is not covered.
Question 5: Which federal law requires employers to provide up to 12 weeks of
unpaid leave for military family members in California?
A. FMLA (Family and Medical Leave Act)
B. ADA (Americans with Disabilities Act)
C. FLSA (Fair Labor Standards Act)
D. NLRA (National Labor Relations Act)
CORRECT ANSWER: A. FMLA (Family and Medical Leave Act)
Rationale: The FMLA provides eligible employees with up to 12 weeks of unpaid leave
for qualifying exigencies related to a family member's military service and for the care of
a covered servicemember. This federal law operates concurrently with CFRA.
,Question 6: In California, which of the following is a mandatory subject of
bargaining under the Meyers-Milias-Brown Act (MMBA) for public sector
employees?
A. The political affiliation of employees.
B. Wages, hours, and other terms and conditions of employment.
C. The employer's internal management structure.
D. The budget deficit management strategies.
CORRECT ANSWER: B. Wages, hours, and other terms and conditions of
employment.
Rationale: The MMBA requires public agencies to bargain in good faith over wages,
hours, and other terms and conditions of employment, similar to private-sector labor
law. Management structure and budget deficits are not typically mandatory subjects.
Question 7: What is the statute of limitations for filing a wage claim with the
California Labor Commissioner?
A. 90 days from the date of the violation.
B. 1 year from the date of the violation.
C. 3 years from the date of the violation.
D. 5 years from the date of the violation.
CORRECT ANSWER: C. 3 years from the date of the violation.
Rationale: Under California Labor Code, wage claims must generally be filed within 3
years of the violation. This allows for recovery of unpaid wages, including overtime and
meal/rest period premiums.
Question 8: Under California's Private Attorneys General Act (PAGA), who has
standing to bring a lawsuit for Labor Code violations?
A. Any individual who believes they are a victim of a Labor Code violation.
B. Only the state Attorney General.
C. Only employees who have suffered physical injury.
D. An employee alleging violations on behalf of themselves and other current or former
employees.
CORRECT ANSWER: D. An employee alleging violations on behalf of
themselves and other current or former employees.
Rationale: PAGA allows an employee to bring a representative action on behalf of
themselves and other current or former employees to recover civil penalties for Labor
Code violations, acting as a private attorney general.
, Question 9: Which of the following is NOT a requirement for a valid California
non-compete agreement?
A. The agreement must be reasonable in duration.
B. The agreement must protect a trade secret.
C. The agreement must be necessary to protect the employer's business.
D. Non-compete agreements are generally void in California.
CORRECT ANSWER: D. Non-compete agreements are generally void in
California.
Rationale: California law (Business and Professions Code § 16600) generally prohibits
non-compete agreements. They are void unless they fall under a specific statutory
exception, such as the sale of a business. Thus, all other options are invalid as
requirements.
Question 10: What is the California "Day of Rest" requirement?
A. Employers must provide one day of rest in every seven consecutive calendar days.
B. Employers must provide one day of rest in every 14 days.
C. Employers must provide a day of rest only if the employee requests it.
D. Employers must provide a day of rest on Sundays.
CORRECT ANSWER: A. Employers must provide one day of rest in every seven
consecutive calendar days.
Rationale: California Labor Code § 551 mandates that every employee is entitled to one
day of rest in any seven consecutive calendar days. An exception applies if the total
hours worked in the week do not exceed 30 hours.
Question 11: Under the California Whistleblower Protection Act, which agency
enforces protections for state employees who report improper governmental
activities?
A. The California Department of Fair Employment and Housing (DFEH).
B. The California State Auditor.
C. The California Public Employment Relations Board (PERB).
D. The California Division of Labor Standards Enforcement (DLSE).
CORRECT ANSWER: B. The California State Auditor.
Rationale: The California Whistleblower Protection Act provides protections for state
employees, and the State Auditor is responsible for investigating complaints of improper
governmental activities.
