PHRca flashcards
PHRca · Build recall with a focused review session.
32 cards. Read the term and the definition here. The deck at the top of this page is optional.
- Daily overtime threshold
- In California, hours over 8 in a workday are overtime at 1.5 times the regular rate; hours over 12 are paid at double time.
- Second meal period
- An unpaid 30-minute meal period required when a work shift exceeds 10 hours; if missed or on-duty, the employer owes one hour of pay at the regular rate.
- Final pay involuntary termination
- California employers must pay all wages, including accrued vacation, immediately at the time of an involuntary termination, including a layoff.
- Exempt salary test
- California exempt employees must earn at least twice the state minimum wage for full-time work; for 2025 that is $68,640 annually.
- Paid sick leave accrual
- California employees accrue one hour of paid sick leave per 30 hours worked and may use at least 24 hours or five days per year.
- CFRA employer coverage
- The California Family Rights Act covers employers with five or more employees and provides 12 weeks of protected leave for family and medical reasons.
- Pregnancy disability leave duration
- California Pregnancy Disability Leave provides up to four months, or 17 1/3 weeks, of protected leave for pregnancy-related disability for employers with five or more employees.
- Paid Family Leave job protection
- California Paid Family Leave provides up to eight weeks of wage replacement through EDD but does not itself provide job protection; CFRA or FMLA may.
- Interactive process trigger
- When an employee requests accommodation for a disability, the employer must engage in a timely good-faith dialogue to identify effective accommodations.
- Workers compensation claim timeline
- The employer must provide the DWC-1 claim form within one working day of knowledge; the insurer must accept or deny the claim within 30 days.
- Regular rate inclusions
- California overtime regular rate includes hourly pay, nondiscretionary bonuses, shift differentials, and commissions, but excludes discretionary bonuses and expense reimbursements.
- Reporting time pay rule
- If an employee reports to work and works less than half the scheduled shift, the employer owes half the shift at the regular rate, minimum two hours and maximum four.
- Vacation as wages
- Accrued vacation is earned wages in California; it must be paid at termination, and employers cannot impose use-it-or-lose-it forfeiture.
- Pay scale posting requirement
- California employers with 15 or more employees must include the pay scale for a position in any job posting.
- Section 7 rights
- NLRA Section 7 protects employees' rights to organize, bargain collectively, and engage in concerted activity for mutual aid, including in nonunion workplaces.
- Weingarten rights
- Unionized employees may request union representation during an investigatory interview that they reasonably believe could lead to discipline.
- California WARN threshold
- California WARN requires employers with 75 or more employees to give 60 days' notice of mass layoffs, relocations, or covered terminations.
- Just cause discipline
- Discipline must be supported by evidence, consistent with past practice, and proportionate; progressive steps are common but not legally mandatory.
- Fair Chance Act sequence
- California employers must make a conditional job offer before conducting a criminal background check, then perform an individualized assessment before taking adverse action.
- Salary history prohibition
- California employers may not ask applicants for salary history but may ask for salary expectations and must provide the pay scale upon request.
- I-9 completion deadlines
- The employee completes Section 1 by the first day of work; the employer completes Section 2 within three business days of hire.
- New hire reporting deadline
- California employers must report new hires to the EDD New Employee Registry within 20 days of the employee's start date.
- Pre-employment medical exam
- Under FEHA and ADA, a medical or physical exam may be required only after a conditional offer and must be job-related and consistent with business necessity.
- IIPP requirement
- Every California employer must establish, implement, and maintain a written Injury and Illness Prevention Program with hazard identification, training, and correction.
- Workplace violence prevention plan
- California SB 553 requires most employers to adopt a workplace violence prevention plan, train employees, and keep a violent incident log beginning July 1, 2024.
- OSHA 300 log retention
- California employers required to keep an OSHA 300 injury and illness log must retain it for five years and post the annual summary from February 1 to April 30.
- Heat illness prevention
- California outdoor employers must provide water, shade, rest breaks, acclimatization, and emergency procedures to prevent heat illness.
- Harassment training frequency
- California employers with 50 or more employees must provide two hours of sexual harassment prevention training to supervisors and one hour to nonsupervisors every two years.
- Payroll record retention
- California employers must keep payroll records, including time cards and wage statements, for at least four years.
- Turnover rate formula
- Turnover rate equals separations during a period divided by average headcount for that period, multiplied by 100.
- Cost per hire formula
- Cost per hire equals total recruiting and hiring costs divided by the number of hires made during the period.
- FEHA record retention
- Employers must retain employment application and personnel records for at least two years from the date the record was made or the employee separated.