PHR CA Exam Questions and Answers Latest Updated 2024/2025 (Graded A+)

PHR CA Exam Questions and Answers Latest Updated 2024/2025 (Graded A+) SB-63 Parent Leave Act (for Small Employers): Requires CA Employers w/20-49 employees within 75 mile radius to provide up to 12 weeks of job protected unpaid leave to new parents for purpose of bonding with newborn, newly adopted or foster child. * Virtually same terms + condition apply for FMLA + CFRA 3. Parent Leave- Eligible Employees: Employees with 1250 hours of service during 12 month period. 20 employees within 75 miles PHR CA Exam Study Guide, Questions and Answers Latest Updated 2024/2025 Graded A+ 2 / 28 4. Terms of Parent Leave: 1) 12 weeks of job protected unpaid leave to bond with child within 1 year of child's birth, adoption or foster placement. 2) Employer must maintain pay for health coverage under group health plan 3) If both parents work for same employer, combined leave is capped at 12 weeks 5. Partial Wage Replacement Programs: 1) CA SDI- State Disability Insurance 2) PFL- Paid Family Leave 3) UI- Unemployment Insurance 4) Work Sharing 5) Workers Comp 6. CFRA: CA Family Rights Act *Eligible employees entitled to 12 weeks unpaid job protection *Can use to car for Family members serious health condition or bond with newborn, newly adopted, or newly placed foster child *Pregnancy disability is not covered *Must use within first 12 months of birth/placements *If both parents employed by same organization, 12 week period is split. 7. CFRA Eligible Employees: 1) Companies employing at least 50 for at least 20 work weeks in a calendar year 2) Employee must work at a site that employs at least 50 employees in a 75 mile radius 3 / 28 8. PDL: Pregnancy Disability Leave *4 months over a 12 month period *CA Specific leave associated with disability due to pregnancy. 4 / 28 *Dr. certifies that employee is unable to perform essential job functions of job dur to medical condition *Unpaid by employer *Employee eligible upon hire *PDL runs concurrent with FMLA *Employee begins CFRA after PDL *Health coverage by employer continues during leave 9. Lactation Accomodations: *Under California law, employers are required to provide a reasonable amount of time for lactation accommodations to express breastmilk during the workday. *Employers must provide safe/sanitary place *Employer can require it to be during breaks *Exceptions to this rule would only occur for employers with less than 50 employeeswho can prove extended breaks impose undue hardship for employer 10. Voluntary Drug or Alcohol Rehabilitation Programs: *CA employers with 25+ employees *Unpaid *Employees can request to use accrued vacation/PTO/Sick time 11. Kin Care: Provision that requires employers who provide sick leave to allow employees to use at least 1/2 of accrued sick leave to care for an ill child, parent, spouse, registered domestic partner, or child of registered domestic partner. 5 / 28 CA Health Workplaces Healthy Family Act 12. CA Military Leave: USERRA - Uniformed Services Employment & Re-employment Rights Act *CA National Guard called to active duty are entitled to unlimited paid leave & reinstatement to former position * Employee must apply for re-instatment within 40 days after they are discharged and cannot be termed without cause for 1 year *Guard/National Reserve/Naval Militia - 17 days unpaid/ year 13. Military Spouse Leave: *Applies to employers with 25+ employees *Unpaid *Eligibility - Work at least 20 hrs/week average - Spouse of qualified service member -Provide notice of intent within 2 business days of receiving deployment notice -Submit written documentation certifying deployment EMAIL ME: EMAIL ME: 6 / 28 *Spouse Criteria -Member of US Armed Forces deployed during military conflict 14. Organ Donation: *Applies to employers with 15+ employees *Employed for at least 90 days *Employee to provide written verification that donation is medically necessary *30 days unpaid leave - 1/YEAR (not calendar year but date tracked from initial leave) *Employers can require that employees take up to 2 weeks accrued time off (Vacation/PTO/Sick) *Health benefits maintained *Leave cannot be taken concurrently with CFRA/FMLA *Leave can be taken intermittently 15. School Activity Leave: *25+ Employees *Up to 8hrs/month- 40 hours/ year *Parents employed by same employer must share this time *Parents may need to provide documentation if required in employee policy *Unpaid for nonexempt *Employers can require employees to use accrued vacation/pto 16. School Appearance Leave: 1. All employers required to comply 2. Per company policy, time can be paid or unpaid for non exempt 3. Employer can require notice of appearance 17. Domestic Abuse, Sexual Assault or Stalking Leave: 1. All employers required to comply 2. Employers can require certification