PHR-CA exam 2023 with 100% correct answers

Jury Duty/ Witness Leave 1. If employee is requested, their leave must be approved. Employees required to give reasonable notice & may be required to provide summons proof. 2. Non Exempt- Unpaid but can request to use vacation/pto. 3. Exempt- Paid as long as they work during anytime in workweek 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 Parent Leave- Eligible Employees Employees with 1250 hours of service during 12 month period. 20 employees within 75 miles 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 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 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. 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 PDL Pregnancy Disability Leave *4 months over a 12 month period *CA Specific leave associated with disability due to pregnancy. *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