PROFESSIONAL IN HUMAN RESOURCES - CALIFORNIA (PHR-CA) 2025 OFFICIAL TRUE/FALSE EXAM: 300+ VERIFIED QUESTIONS & ANSWERS | HRCI CERTIFICATION ASSESSMENT

All California employers with 5 or more employees are required to train all employees in anti-harassment under Government Code Section 12950.

True

All California employers must allow volunteer firefighters, reserve peace officers, and emergency rescue personnel a total of fourteen (14) days off per calendar year to engage in fire, law enforcement, or emergency rescue training.

False

All California employers must post the CFRA/PDL (DFEH 100-21) poster in a place where all employee and applicants can see it.

False

All California employers must provide as much as four months of leave for pregnant employees.

False

All employees are covered by Paid Family Leave (PFL) benefits and can receive partial wage replacement for up to eight (8) weeks in any twelve (12) month period.

True

All employers are required to post their Pay Day Notice.

True

An employee who works less than four hours is not entitled to a rest break.

False

An employee works in a building on the outer area of the plant. It takes several minutes to get from the work area to the lunchroom. All time spent getting to the lunchroom is counted toward the rest break.

False

An employer hires a person to do training offsite and provides the trainer with all of the required training materials. The person is an independent contractor because he/she doesn't work in the employer's office with regular employees.

False

An SDS provides comprehensive information about a substance or mixture for use in workplace chemical management.

True

California employers do not need to report independent contractors that do not live in California.

False

California's Paid Sick Leave requires all employers to provide all employees with at least 24 hours of paid time off to care for themselves or a qualified family member.

True

California State Disability Insurance (SDI) is funded by a payroll deduction from employees.

True

California's Work-Sharing Program is a program designed for employees to share their work with each other.

False

Cal OSHA's Form 300 is for logging recordable injuries, Form 301 is for collecting details, and Form 300A is the annual summary form. Form 300A is to be posted from January 1 to December 30 of the year following the year covered by the form.

False

Changing a nonexempt employee's job title to an exempt title changes the employee to exempt.

False

Children ages 16 and 17 are forbidden to sell alcoholic beverages and/or lottery tickets unless they are constantly supervised by a person 21 years old or older.

True

Children between ages 14 and 15 may work a maximum of 30 hours per week when school is in session.

False

Employees cannot waive overtime compensation in exchange for Compensatory Time Off.

True

Employees who are required to appear at their child's or ward's school because of disciplinary action are entitled to the necessary time off.

True

Employers are not required to report independent contractors to the EDD Independent Contractor Registry if the contractor works for less than $600.

True

Employers are not required to report true independent contractors to the EDD, only new employees.

False

Employers are obligated to ask employees to complete a Form I-9 as part of the job application process.

False

Employers are required to ask potential employees for a Social Security Card and Driver License as proof of work eligibility.

False

Employers can require employees to provide the summons as proof of the need for Jury Duty leave.

True

Employers with at least five (5) employees are required to comply with Military Spouse Leave law.

False

Gender identity and gender expression are not protected categories under the FEHA and therefore are not protected from harassment, discrimination, and retaliation in the workplace.

False

High School graduates age 16 and 17 may work the same hours as adults.

True

Hourly earnings, commissions, production bonuses, piece work earnings, and value of meals and lodging are part of an employee's "regular rate" of pay.

True

If an employee is required to remain on the worksite for their meal break, they must be paid for that time.

True

If an employee is too busy to take their afternoon rest break, they may simply leave 10 minutes early.

False

If an employee is unable to vote because of the timing of their shift, they are to be provided up to two (2) hours of paid time off at either the beginning or the end of their shift to vote if requested in advance.

True

If an employee voluntarily chooses to do some work after being relieved of duty for a meal period, the employer must pay the employee his or her regular wage.

True

If an employer is mistreating its employees, or is improperly compensating its employees, PAGA allows an employee to sue their employer and to collect damages on behalf of all employees affected.

True

If a nonexempt employee is put on salary they do not have to be paid overtime.

False

If a person says they are an independent contractor, that's enough to qualify him/her as an independent contractor.

False

If you hire a person as an independent contractor and you both sign an agreement stating that the person is an independent contractor, that agreement means the person is an independent contractor.

False

In California, children 14 or older may not work in bakeries with slicing machines and ovens.

True

It is legal for employers to require hourly employees to remain on the worksite during the 10 minute breaks.

False - Mar 30, 2018 - Employees must get a 10 consecutive minute break for every 4 hours worked. ... Even though rest periods are paid time, employers cannot require the employee to stay on work premises during rest breaks. The employee must be relieved of all work related activities during the break. On-call rest periods are generally prohibited.

It is possible for an employer to create an employee and independent contractor relationship with the same employee.

True

Minors younger than 12 may work only in the entertainment industry, or if self-employed, or in "casual work" including babysitting, lawn mowing, or domestic employment provided by a parent/guardian.

True

Nonexempt private sector California employees must be paid overtime pay based only on the number of hours worked in a day.

False

"Off the clock" work can be a reason for disciplinary action.

True

Registered Domestic Partners refers to same sex couples only.

False

School Activity Leave is only allowed if a student is in trouble at school.

False

The California Industrial Welfare Commission states that it is OK for a nonexempt employee working an eight-hour workday to skip their meal break if the employee wants to.

False

The Industrial Welfare Commission (IWC) was established in 1973 to regulate wages, hours, and working conditions in the State of California.

False

There are 35 California wage orders that regulate wages, hours and working conditions.

False

To review work authorization forms, employers may not review employee documents via webcam to complete the Form I-9.

True

You should take the following steps when calculating an employee's overtime pay: identify the number of hours that must be paid on an overtime basis; decide whether you must pay time-and-one-half or double-time for those hours; determine the "regular rate" you must use to calculate the overtime pay.

True