PHR-CA Exam Questions With 100% Correct Answers Updated 2024/2025 (VERIFIED)

PHR-CA Exam Questions With 100% Correct Answers Updated 2024/2025 (VERIFIED) Exposure Records - Correct answer-Cal/OSHA standards concerning toxic substances and hazardous exposures require records of employee exposure to these substances and sources, physical examination reports, employment records, and other information No later than 8 hours - Correct answer-All fatalities and serious injuries and illnesses in California must be reported to the DOSH as soon as possible, but ___________ incident. DLSR - Correct answer-Division of Labor Statistics and Research Form 5020 - Correct answer-Employers Report of Occupational Injury or illness Form 300A - Correct answer-Summary of Work-Related Injuries and illnesses must be posted no later than February 1 until April 30th Form 301 - Correct answer-Prepare an Injury and illness incident Report or equivalent, such as California DLSR Form 5020 (Employers Report of Occupational Injury or illness Form 300 - Correct answer-Record each injury or illness on the Cal/OSHA Log of Occupational Work Related Injuries and illnesses. Management Commitment - Correct answer-The most important element in a safety program IIPP - Injury and Illness Prevention Program - Correct answer-Outlines steps that can be taken to develop an effective program that helps assure the safety and health of employees while on the job. TICP - Targeted Inspection and Consultation Program - Correct answer-A Cal/OSHA program that identifies certain high-hazard employers and requires them to pay a fee to fund a special inspection unit. Cal/OSHA also offers other consultation services to help businesses avoid investigations and costly fines. Employee Safety Responsibilities - Correct answer-Comply with all Cal/OSHA rules, regulations and standards, follow all lawful employer safety and health rules and use all required personal protective equipment while working. PHR-CA Exam Questions With 100% Correct Answers Latest Updated 2024/2025 Graded A+ Governor's Office of Emergency Services - Correct answer-Generally the lead state agency for emergency management in California California Occupational Safety and Standards Board - Correct answer-The standardssetting body under Cal/OSHA and has the authority to grant or deny applications for variances from adopted standards and respond to petitions for new or revised standards. Cal/OSHA Appeals Board - Correct answer-This board handles appeals from employers regarding citations issued by DOSH for alleged violations of workplace safety and health laws. DIR - Department of Industrial Relations - Correct answer-improves conditions for California's workers and advances opportunities for employers. This department has four divisions and six commissions, boards and programs GISO - General Industry Safety Orders - Correct answer-The purpose is to fulfill the expressed social public policy of the State of California to make full provision for securing safety in places of employment. Title 8 of the California Code of Regulations - Correct answer-Requires every California employer to have an effective Injury and Illness Prevention Program. DOSH - Division of Occupational Safety and Health - Correct answer-The California Division of Occupational Safety and Health (DOSH) is commonly (although incorrectly) referred to as Cal/OSHA. DOSH sets the standards for workplace safety in California. Valid - Correct answer-To avoid running afoul FEHA laws, an employer must be able to show that the particular pre-employment test is _____________ (I.e., has a manifest relationship to the employment position) Whistle Blower Protection - Correct answer-When adverse action is taken against an employee for reporting information that is either a violation of state or federal law, or noncompliance with local, state, or federal regulation. Conciliation - Correct answer-If the investigation does show a violation of the law, it will attempt to settle the case using a formal ___________ process. Close the case. - Correct answer-If the investigation does not show a violation of the law, the DFEH will ___________. First Step in the Complaint Process for Discrimination - Correct answer-Submit the Complaint to the DFEH. Employees who feel that they have experienced unlawful harassment or discrimination, and have exhausted the available remedies through their employer, if applicable, can submit their complaint online, over the phone, in person, or through the mail. Not Reasons for Disability Discrimination - Correct answer-1) There is a possibility of future harm to the person or to others 2) That employing individuals with a disability will cause an employer's insurance rates to rise Pregnancy, Childbirth or Related Medical Condition - Correct answer-Pregnancy leave is required only when a woman is actually disabled by her______________________. Drug or Alcohol Rehabilitation Programs - Correct answer-California employers with at least twenty five employees need to be accommodating to employees who voluntarily decide to enter a _____________________________; as long as the leave does not create an undue hardship for the employer. Section 132a - Correct answer-Employers can violate Labor Code _____________________ if they terminate or discriminate against an employee for filing a Workers' Compensation claim. Workers' Compensation Leave - Correct answer-Employers should do everything in their power to allow injured employees the time off to recover from their workplace injury or illness. Lactation Accomodations - Correct answer-Under California law, employers are required to provide a reasonable amount of time for __________________________ to express breastmilk during the workday. Job Protection - Correct answer-Employees out on PDL or CFRA are entitled to be reinstated to the same position with the same benefits and seniority as they had prior to taking their leave, and afforded all benefits they would have expected had they remained employed. In some specific scenarios, reinstatement to a comparable position is applicable. Eligible for PDL - Correct answer-Unlike CFRA/FMLA, employees are ___________________ as soon as they are hired, and are certified by their doctor as unable to perform the essential functions of their job. There are no other length or hours worked requirements. 88 Days - Correct answer-A full-time employee is entitled to _______________days PDL per pregnancy with doctor's certification. Five employees - Correct answer-Employees who work for organizations with at least _____________, and who becomes disabled because of their pregnancy, childbirth, or related medical condition are entitled to up to four (4) months of job protected leave. Two week increments - Correct answer-Under CFRA, employers may require that an employee take new child bonding in ________________________. However, they must allow two (2) instances where they allow time to be taken in less than two (2) week increments. Under FMLA, employers have greater liberty to require employees to take time in specific increments. The first twelve (12) months of birth or placement - Correct answer-Employees utilizing time to bond with a new child (biological, adoptive, or foster) must use their available CFRA leave within _________________________. Not covered under CFRA - Correct answer-Under California law, pregnancy disability, (which is covered by FMLA) is not covered by ________ since California has Pregnancy Disability Leave (PDL) Twelve Weeks of Unpaid Job Protected Leave - Correct answer-Under CFRA, eligible employees are entitled to _______________ for their own serious health condition, to care for a family member's serious health condition, or to bond with a newborn, a newly adopted, or newly placed foster child. COBRA coverage for at least five (5) years - Correct answer-CalCOBRA allows employees who are at least sixty (60) years old and have worked at least five (5) years with their last organization to ________________________________. EMAIL ME: Thirty-six months of coverage continuation - Correct answer-Under Cal-COBRA, employees are offered up to _____________, where COBRA offers may be limited to only eighteen (18) months. California Insurance Equality Act - Correct answer-Requires all health insurance providers to extend coverage to registered domestic partners as it does to spouses. 70% of their employees participating in Covered California - Correct answer-Small businesses need to have at least________________ in order to purchase their coverage as the employer, and need to have at least 51% of its workforce located in the State of California. Covered California - Correct answer-Small California employers with one to forty-nine full time equivalent employees can purchase health insurance through a Small Business Health Options Program (SHOP). HIPP Notice - Correct answer-A California program that requires all employers to provide exiting employees with notice of a state program that pays COBRA payments under certain circumstances. For Your Benefit Pamphlet - Correct answer-Provides information on Unemployment Insurance, Disability Insurance, Paid Family Leave, and Job Service benefits available to the employee. Wage Theft Prevention Act - Correct answer-This form provides information about the new employee's wages and employer. Health Insurance Marketplace Coverage Options and Your Health Coverage - Correct answer-The separate forms are for companies that provide health insurance and for those that do not provide health insurance. New Hire COBRA Notification and HIPAA Notices - Correct answer-Advises new hires of their right to