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PHRca
The 3 Model Workplace Injury and Illness Prevention Models - correct answer High Hazard, Non-HIgh Hazard, Employers with Intermittent Workers 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. 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 standards- setting 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.
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
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
continue health care from their previous employer and their right to privacy regarding personally identifiable health information. Notice to Employee on Withholdings - correct answer This form is to be sent to the Franchise Tax Board (FTB) if the employee claims more than 10 withholding allowances or the employee claims to be exempt from state or federal income tax withholding. Paid Family Leave Pamphlet - correct answer Explains the employee's right to collect partial wage replacement through the SDI system during time away from work to bond with a newborn baby, adopted or foster child (both parents) or to care for a seriously ill parent, child, spouse or registered domestic partner. State Disability Insurance Pamphlet - correct answer Explains employee's obligation to pay State Disability Insurance and their rights to collect in time of their own illness or injury. Workers' Compensation Pamphlet - correct answer Explains an employee's rights if injured on the job.
must be posted in all California buildings. The Whistleblower Protection Poster - correct answer Informs employees that they are protected from retaliation by their employer for reporting to a government or law enforcement agency any information that the employee reasonably believes discloses a violation or noncompliance with a federal or state law or regulation, or an unsafe working condition or practice. Notice to Employees - Injuries Caused by Work Poster - correct answer Advises employees that they may be entitled to Workers' Compensation benefits if they are injured or become ill because of their job. Emergency Phone Number Poster - correct answer Organizations must post emergency phone numbers, including numbers such as 911, fire department and other emergency responders. Safety and Health Protection on the Job - correct answer This poster explains the basic requirements and procedures for compliance with the state's job safety
and health laws and regulations and covers what an employer must do, what an employer must not do, what to do when Cal/OSHA comes to the workplace and fines and penalties. It also provides contact information for Cal/OSHA representatives. Healthy Workplaces Health Families Poster - correct answer This poster advises employees of their sick leave rights under the new law. California Minimum Wage Poster - correct answer The Department of Industrial Relations requires employers to post information related to wages, hours and working conditions in an area frequented by applicants and employees where it may be easily read during the workday. California Security Breach Information Act - correct answer Requires any person, agency, or organization that is doing business in California to notify any affected persons should such a database breach occur. Protection or Political Involvement - correct answer California employers cannot enforce any policy forbidding or preventing employees from engaging or participating in politics.
laundering of apparel, garments or corresponding accessories, equipment, materials, or supplies (other than procurement related to a public works contract) for the state of California, will sign a statement under penalty of perjury to abide by California anti-discrimination and workplace rules. State Contracts - correct answer They are required to maintain a drug free workplace, follow certain anti-discrimination requirements, and abide by all applicable wage and hour laws. Entertainment Work Permit - correct answer There are two (2) types available; the standard six (6) month and a ten (10) day Temporary Entertainment Work Permit. Work Permit - correct answer Employers must have a ___________ for each employed minor on file and available for inspection by school and labor officials at all times. Good Faith and Fair Dealing - correct answer In every contract or agreement made in California there is an implied promise of ___________ including employment contracts written and verbal. UTSA - Uniform Trade Secrets Act - correct answer Protects only certain defined trade
secrets, that is, information, including a formula, pattern, compilation, program, device, method, technique or process that meets certain criteria. California's Unfair Competition Law - correct answer Former employees (and the new employers that hire them) can become liable when the circumstances of the new hiring involve misappropriation of trade secrets or violation of enforceable post- employment restrictions, or where the conduct involves independent wrongful acts to the detriment of the former employer. Invention Assignment Agreement - correct answer An employee assigns to the organization any and all rights the employee may have to inventions and ideas generated through the employment with the organization. A Nondisclosure Agreement - correct answer A pact by one (1) party not to use or disclose defined confidential information belonging to another party, sometimes limited to a specific time period. No-Solicitation Agreement - correct answer An agreement by one (1) party not to solicit the business of specified customers of the other party, typically limited to a specific time period. Non-Complete Agreements - correct answer The crucial general rule is that every contract in which anyone is restrained from engaging in the lawful profession, trade or business of any kind is to that extent void.
Polygraph Tests - correct answer California Labor Code prohibits employers from demanding or requiring any employee or applicant to take a _______________, lie detector, or similar test or examination as a condition of employment or continued employment. Investigative Consumer Reporting Agencies Act - correct answer Employers may use reference checks and background investigations to screen applicants in accordance with the ______________________. OPPA - Online Privacy Protection Act - correct answer Generally applies to websites that actively seek information from visitors, such as the data used to complete an online employment application California Labor Code Section 132a - correct answer California law states "there should not be discrimination against workers who are injured in the course and scope of their employment". Right to Sue Notice - correct answer The Fair Employment and Housing act requires that individuals must exhaust their administrative remedies with the
DFEH by filing a complaint and obtaining a _________________________ from the Department before filing a lawsuit under the FEHA. One Year - correct answer Complaints of discrimination must be filed with the DFEH within _____________ from the date of the alleged discriminatory act. Essential Function of the Job - correct answer All employees must be able to perform the ___________________________. Pregnancy Leave - correct answer Required only when a woman is actually disabled by her pregnancy, childbirth, or a related medical condition. Abusive Conduct - correct answer All California employers are required to include with their sexual harassment prevention training this topic. Sexual Harassment is Forbidden by Law - correct answer All employees must receive from their employer a copy of this DFEH pamphlet or an equivalent document upon hire and a copy of the employer's antiharassment policy.
Industrial Welfare Commission Orders - correct answer Poster that explains wages, hours and working conditions required under California labor law. Pay Day Notice - correct answer All California employers must post a notice telling employees when they can expect to be paid. Change in Status Notice - correct answer As an employee's wage(s) change, California employers are required to provide a
reflecting an employee's new rate(s) of pay, or additional rate(s) of pay provided to the employee. Notice to Employee Regarding Wages - correct answer California employers are also required to provide at time of hire that lists their rate(s) of pay and employer information. SDI - correct answer State Disability Insurance Final Pay - correct answer Under California law, an employee who is terminated, whether voluntary (i.e. a quit) or involuntary (i.e. a termination or layoff), are due all
unpaid wages immediately, including accrued and unused vacation and/or paid time off. Timing of Pay - correct answer Employers are required to compensate their nonexempt employees at least twice during each calendar month, and exempt employees at least once per calendar month. Vacation and Paid Time Off - correct answer Once offered, under California law, _______________and _________________are considered forms of wages and therefore need to be accrued, as well as paid out at the time of termination. Cheerleaders - correct answer California is the first state to make it illegal for teams to treat _______________ as independent contractors in order to keep them ineligible for minimum wage or other worker protections. California Fair Pay Act - correct answer Prohibits employers from paying any employee a wage rate that is less than a wage rate paid for equal work performed by members of the opposite sex.
