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PHR-CA > Terms, Laws, and Agencies > Flashcards

Terms, Laws, and Agencies Flashcards

Glossary understanding

1
Q

4/10 Workweek

A

a weekly schedule that allows the employee to work four 10-hour days each week; for exemption from overtime requirements, the schedule must be under an approved alternative workweek

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2
Q

9/80 Workweek

A

A two-week schedule the allows an employee to work nine days and 90 hours - five days in one calendar week and four days the following week; for exemption from overtime requirements, the schedule must be under an approved alternative workweek

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3
Q

Accrue

A

To accumulate or have due after a period of time

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4
Q

ADA

A

Americans with Disabilities Act of 1990. Prohibits employers of 15 or more employees in the private section, and state and local governments from discriminating against qualified individuals with disabilities. It requires employers to provide reasonable accommodation for individuals with disabilities, unless the accommodating would cause undue hardship (see Reasonable Accommodation)

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5
Q

ADEA

A

Age Discrimination in Employment Act of 1967. Prohibits employers with 20 or more employees from discriminating against individuals 40 years of age or older

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6
Q

Adverse Action

A

An employment decision that has negative impact on hiring, promotion, termination, benefits or compensation

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7
Q

Affirmative Action

A

An active effort to improve the employment or educational opportunities of members of protected classes

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8
Q

ALJ Administrative Law Judge

A

Appointed by administrative agency for the purpose of conducting hearing and rendering decisions under the agency’s unique jurisdiction. Typically, an ALJ’s decision are reviewed by the agency and by the courts

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9
Q

Alternative Workweek

A

An alternative scheduling method that allows employees to work a standard workweek over less than a 5 day period in one week or a 10 day period in two weeks without incurring overtime

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10
Q

At-Will Employment

A

Legal Concept, mandated by CA law, assuring both employer and employee that either party can terminate the relationship at any time and for any reason or no reason (as long as not for he wrong reason)

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11
Q

Back Pay

A

Type of damages awarded in an employment lawsuit that represents the amount of money the employee would have earned if the employee was not fired or denied a promotion illegally

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12
Q

Bereavement Leave

A

Time off fir a funeral or for mourning when an employee’s family member dies

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13
Q

BFOQ

A

Bona fide occupational qualification. Qualification and characteristics reasonably necessary to perform duties, tasks or processes required to conduct normal business operations

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14
Q

California Labor Commissioner

A

Sets and enforces regulations for employee wages, paycheck deductions, breaks, vacation, jury/witness duty, or temporary military leave, the workweek, minors, employee access to personnel files, “lawful conduct” discrimination, exempt status, and independent contractor status. Also assess fines and files charges with the District Attorney on behalf of underpaid employees, and investigates, holds hearings, takes action to recover wages, assesses penalties, and makes demands for compensation

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15
Q

Cal-COBRA

A

California Continuation of Benefits Replacement Act - Requires insurance carriers and HMOs to provide COBRA-like coverage for employees of smaller employers (2-19 employees) not subject to COBRA

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16
Q

Cal/OSHA

A

California Occupational Safety and Health Administration. Enforces California laws and regulations pertaining to workplace safety and health and provides assistance to employers and workers about workplace safety and health issues

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17
Q

CFRA

A

California Family Rights Act - Provides employees 12 weeks of leave for bonding with a newborn or adopted child, caring for a family member with a serious health condition, and/or caring for the employee’s own serious health condition. Law applied to companies with 50 or more employees

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18
Q

Civil Rights Act of 1991

A

Amended Title VII, creating, among other things, the right to jury trails, and allowing those claiming intentional discrimination or harassment based on sex, race, religion, national origin or color under Title VII, or disability under the ADA or Rehabilitation Act, to obtain compensatory and punitive damages measure by the size of the employer’s workforce, up to a maximum of $300,000

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19
Q

Claimant

A

Individual making a claim for unemployment insurance, workers’ compensation or other benefit

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20
Q

COBRA

A

Consolidated Omnibus Budget Reconciliation Act of 1985 - Requires employers with 20 or more employees to offer all employees covered by health care the option of continuing to be covered by the company’s group health insurance plan the worker’s own expense for a specific (often 18 months) after employment ends

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21
Q

Collective Bargaining Agreement

A

An agreement resulting from collective bargaining or negotiations between representatives of a union and employers. A collective bargaining agreement establishes employees’ terms and conditions of employment, such as wages, hours of work, working conditions and grievance procedures

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22
Q

Commission

A

Compensation paid to an employee based on a proportional amount of sales of the employer’s property or services

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23
Q

Compensation

A

Any monetary payment related to work, including wages, commissions, and bonuses

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24
Q

Compensatory Time Off (CTO)

A

Gives a nonexempt employee time off for extra hours worked instead of paying overtime, commonly referred to as “comp time” and almost always illegal for private sector employees

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25
Q

Concurrent Leave

A

Two different types of leave (for example PDL an FMLA) the are used up simultaneously

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26
Q

Conflict of Interest

A

A conflict between the private interests and the official responsibilities of a person in a position of trust

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27
Q

Constructive Discharge

A

A wrongful termination claim that the working conditions were so intolerable that a reasonable person would be forced to resign

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28
Q

CTD

A

Cumulative Trauma Disorder - also see RMI

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29
Q

Deduction

A

An amount of money withheld from an employee’s gross earning for legally required or permitted purposes, such as taxes, garnishments, contributions to retirement plans or health plan premiums

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30
Q

DFEH

A

CA Dept of Fair Employment and Housing - Enforces CA’s non-discriminatory laws. DFEH has jurisdiction over private and public employment, housing, public accommodations, and public services. DFEH receives and investigates discrimination complaints, and provides technical assistance to employers regarding their responsibilities under the law

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31
Q

DIR

A

California Department of Industrial Relations. Seeks to improve working conditions for California’s wage earners and to advance opportunities for profitable employment in CA. DIR has these major responsibility areas: Labor Law, workplace safety and health, apprenticeship training, Workers’ Compensation, statistics and research, mediation, and conciliation

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32
Q

Disability

A

In California, a physical or mental impairment that limits one or more of the major life activities

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33
Q

Disability Insurance

A

A voluntary plan, for employers who do not want to participate in SDI, that provides short-term benefits for employees who are disabled by a non-work-related illness or injury

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34
Q

Disparate (Unequal) Impact

A

Disparate impact refers to an employment practice that appears neutral but discriminates against a protected class in practice

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35
Q

Disparate (Unequal) Treatment

A

Disparate treatment refers to an applicant or employee that belongs to a protected class receiving different treatment because his or her membership in a protected class

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36
Q

DLSE

A

California Division of Labor Standards Enforcement. Investigates wage claims and discrimination complaints and enforces CA’s labor laws and Wage Orders

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37
Q

DOL

A

US Department of Labor - administers a variety of federal labor laws including those that guarantee workers’ rights to safe and healthful working conditions, a minimum hourly wage and overtime pay, freedom from employment discrimination, Unemployment Insurance and other income support

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38
Q

DOSH

A

California Division of Occupational Safety and Health. Enforces the state’s occupational and public safety laws and provides information and consultative assistance to employers, workers and the public about workplace and public safety matters

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39
Q

Double-Time

A

Two times an employee’s regular rate of pay

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40
Q

EAP

A

Employee Assistance Program - workplace program provided by the employer to assist employees in recovering from or dealing with personal issues or problems

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41
Q

EDD

A

California Employment Development Department. Helps CA employers meet their labor needs, job seekers obtain employment, and the disadvantage and welfare-to-work recipients to become self-sufficient. It supports state activities and benefit programs by collecting and administering employment-related taxes (UI, SDI, employment training tax and personal income tax)

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42
Q

EEOC

A

Equal Employment Opportunity Commission. A federal agency that interprets discrimination law, collects employment data and handles employee complaints

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43
Q

Employee

A

Any person rendering actual service in any business for an employer

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44
Q

Employee Benefit Plans

A

Welfare and pension plans voluntarily establish and maintained by an employer, and employee organization, or jointly by one or more such employers and an employee organization. Governed by ERISA

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45
Q

Employer

A

Any person engaged in any business or enterprise in CA with one or more persons in service. Employer can be an individual, association, organization, partnership, business trust, limited liability corporation or corporation

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46
Q

Engineered Controls

A

Protective devices designed to reduce or eliminate the risk of workplace injury. Examples include machine guards, adjustable fixtures, and tool redesign

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47
Q

English-Only Policy

A

Prohibits the use of other languages in the workplace. It is illegal in CA unless certain conditions are met, including business necessity and employee notice

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48
Q

Equal Pay Act

A

Part of the federal Fair Labor Standards Act, which requires “equal pay for equal work”. Employers are required to pay employees of the opposite sex in the same establishment equal wages for equal work without regard to an employee’s gender

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49
Q

Ergonomics

A

The scientific study of the relationship between people and their work environments. The goal of the field is to minimize workplace injuries and illnesses through improved workplace design

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50
Q

ERISA

A

Employee Retirement Income Security Act - Regulates employee benefit plans and the numerous persons (for example, employers and Unions) involved in establishing and maintaining these plans. ERISA sets uniform minimum standards to assure the employee benefit plans are established and maintained in a fair and financially sound manner. In addition, employers have obligations to provide promised benefits and satisfy ERISA’s requirements for managing and administering private pension and welfare plans

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51
Q

Essential Functions

A

Fundamental job requirements of the position, or the reason the job exists

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52
Q

Exempt

A

An employee who is not subject to any of the laws pertaining to overtime, meal periods, or rest breaks

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53
Q

Fair Pay Act

A

The Fair Pay Act prohibits CA employers from paying any employees less than employees of the opposite sex or different races or ethnicities, for substantially similar work

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54
Q

Family Leave

A

Family and Medical Leave is time off available to employees for specific reasons, as defined in federal and state statutes.
Family leave covers time off for bonding with a newborn or adopted child; caring for a family member with a serious health condition; caring for the employee’s own serious health condition; and under federal law, caring for an ill or injured service member ; and qualifying exigency related to a close family member’s military service

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55
Q

FCRA

A

Fair Credit Reporting Act - Requires specific disclosures in a specific format, in addition to any waiver that might be on an application, before checking the applicant’s credit, and restricts an employer’s ability to use credit reports for employment purposes

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56
Q

FEHA

A

CA Fair Employment and Housing Act - Prohibits discrimination/harassment on the basis of race/color, religious creed, national origin/ancestry, physical disability, mental disability, medical condition (including no genetic testing), marital status, sex, age, and sexual orientation. The law provides more protection than the ADA

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57
Q

Fitness for Duty

A

A medical practitioner’s certification releasing an individual under his/her care to assume or resume full or modified duties before hire or following a leave of absence due to injury or illness

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58
Q

Flat Rate

A

Pay based on a job completed, not the number of hours spent completing it

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59
Q

Flexible Schedule

A

An eighth hour work schedule where some employees begin the shift early in the day and others begin their work later in the day

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60
Q

FLSA

A

Federal Fair Labor Standards Act - regulates minimum wages, overtime, and working conditions for all employees of businesses that engage in interstate commerce and have an annual gross volume of sales of not less than $500,000, or an individual employee who is involved in interstate commerce, contracts to do work for a firm engaged in interstate commerce, or travels across state lines in the course of employment

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61
Q

FMLA

A

Family and Medical Leave Act - provides up to 12 weeks of job-protected, unpaid leave during a pre-defined 12 -month period for employees who work for a public agency, a local education agency, or an employer in the private sector who has 50 or more employees each working day during at least 20 calendar weeks in the current or preceding calendar year

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62
Q

Front Pay

A

A type of damages awarded in an employment lawsuit that represents the amount of money the employee would have earned if he or she was reinstated or hired into the higher-paying position from which he or she was illegally rejected

63
Q

Full Time

A

An employee who works the number of hours designated by the employer as “full time”. Stated in handbook or policy

64
Q

Garnishments

A

Money withheld by court order from an employee’s check to pay for debt, back taxes, or child support

65
Q

Good Faith and Fair Dealing

A

Employment decisions that are made fairly, treating similar situated employee in the same manner

66
Q

Harassment

A

Behavior toward a person that a reasonable person would find unwelcome or hostile

67
Q

HAZCOM

A

Hazard Communication Program. Requires all employers to communicate workplace hazards to employees, particularly when employees handle or may be exposed to hazardous substances during normal work or foreseeable emergencies

68
Q

HIPP

A

Health Insurance Premium Payment Program. CA Program that requires all employers to provide departing employees with a notice of a state program that pays COBRA payments under certain circumstances

69
Q

Hostile Work Environment

A

An unproductive work environment caused by unwelcome sexual comments, touches, or visual displays

70
Q

IIPP

A

Injury and Illness Prevention Program. Company’s general plan for keeping its workforce free from work-related injuries and illness, mandated by California law

71
Q

Independent Contractor

A

A person or company that supplies goods or services to an individual or business. The independent contract should not have any of the characteristics of an employee

72
Q

Intern

A

Student who performs work in the course of his/her studies, as part of the curriculum

73
Q

IRCA

A

Immigration Reform and Control Act - A federal law requiring employers to verify all employees’ legal eligibility to live and work in the US

74
Q

IRS

A

Internal Revenue Service - tax collection agency, which administers Internal Revenue Code enacted by Congress

75
Q

IWC

A

Industrial Wage Commission - a defunct CA agency that monitored the hours and conditions of employment; was responsible for the content of the Wage Orders

76
Q

Just Cause

A

A fair and honest cause or reason, acted on in good faith by the employer

77
Q

Kin Care

A

Care of a sick child, spouse, parents, parent in-law, sibling, registered domestic partner, child of a registered domestic partner, grandparent or grandchild, using up to half of an employee’s annual accrual of paid sick leave

78
Q

Lay Off

A

To cease to employ a worker, often temporarily, because of economic reasons

79
Q

Living Wage

A

Wage sufficient to provide the necessities and comforts essential to an acceptable standard of living. Generally mandated by local ordinances

80
Q

Log 300

A

A series of recordkeeping forms for recording workplace injuries and illnesses. Part of Cal/OSHA record-keeping requirement

81
Q

Major Life Activities

A

Caring for oneself, sleeping, learning, walking, interacting with others, working, and other physical, mental and social activities. Used to determine whether a worker is disabled

82
Q

Makeup Time

A

Allows nonexempt employees to request time off for a personal obligation and make up the time within the same workweek without receiving overtime pay

83
Q

Miss Layoff

A

The layoff of 50 or more employees, under WARN

84
Q

Meal Period

A

An unpaid, 30 minute block of time for nonexempt employees for every period of work that lasts for more than 5 hours; must begin no later than 4 hours and 59 minutes into the employee’s work period

85
Q

Medical Certification

A

A statement from an employee’s health care provider as to the necessity of time of from work. Usually required by an employer when an employee is off for a reason protected by law

86
Q

Minimum Salary

A

The smallest hourly wage a nonexempt employee can make

87
Q

Minor

A

Any person under the age of 18 who is required to attend school, or any person under the age of 6

88
Q

Misdemeanor

A

A criminal offense that is more serious than an infraction, but less serious than a felony. A misdemeanor is punishable by fine, incarceration in county jail, or a combination of both

89
Q

MSD

A

Muscoloskeletal disorder - see RMI

90
Q

NLRA

A

National Labor Relations Act - Prohibits employers from basing any employment action on employee participation in labor organization (union) activities. Such activities include attending union meetings, speaking with union reps, and discussing union activities with other employees

91
Q

Negligence

A

A lack of prudent care (neglect)

92
Q

Noncompete Agreements

A

An agreement between an employer and an employee which says that when an employee leaves the company, the employee will not work for a competitor for a certain amount of time. With few exceptions, noncompete agreements are ILLEGAL in CA under most circumstances

93
Q

Nonexempt

A

An employee who is subject to the laws pertaining to overtime, minimum wage, meal periods, and rest breaks

94
Q

Occupational Wage Order

A

Same as Wage Order. Contains instructions for payment of wages to nonexempt employees as well as specific rights and responsibilities of the employee and the employer

95
Q

Open-Door Policy

A

A policy encouraging employees to bring employment issues to the attention of the employer, rather than going outside the company

96
Q

Open Enrollment

A

A period of time during which employees can sign up for an employer’s group health plan or benefit plan, such as a retirement plan

97
Q

OSHA

A

Occupational Safety and Health Administration - federal agency that ensures safe and healthful workplaces by issuing standards, performing inspections, and levying penalties for violations

98
Q

Overtime

A

Hours worked beyond a “normal” amount of hours for a day or week. For nonexempt employees with a regular workweek, normal is 8 hours per day and 40 hours per week. For employees with an alternative workweek, normal could be 9 or 10 hours.

99
Q

Parental Leave

A

California’s New Parent Leave Act - provides eligible employees 12 weeks of leave for bonding with a newborn, foster or adopted child. This law applies to companies with 20 or more employees

100
Q

Part Time

A

An employee who works less than the number of hours that qualify him as a full-time employee, according to your policy

101
Q

PDA

A

Pregnancy Discrimination Act of 1978 - An amendment of Title VII, requires that employers treat a pregnant employee the same as any other employee, and that when a female employee becomes unable to work due to pregnancy, childbirth, or related medical conditions, the employer treat her disability the same as any other disability

102
Q

PDL

A

Pregnancy Disability Leave. CA employers with 5 or more employees must provide as much as 4 months of leave for employees disabled by pregnancy and pregnancy-related conditions

103
Q

PFL

A

Paid Family Leave - wage replacement program funded through employee contributions and administered by the Employment Development Department EDD for employees unable to work when they are needed to care for a family member

104
Q

PPE

A

Personal Protective Equipment - Items such as gloves, masks, and special clothing used to protect against hazardous, toxic or infectious material

105
Q

PTO

A

Paid Time off - an informal term referring to an employer-defined combination of sick pay, holiday pay, and/or vacation

106
Q

Pension Plan

A

Provides retirement income or defers income until termination of covered employment or beyond. Governed by ERISA

107
Q

Personal Days

A

Time off associated with a particular event, such as an employee’s birthday

108
Q

Piece Rate

A

An amount paid for completing a particular task or making a particular piece of goods

109
Q

Plant Closing

A

The shutting down of a facility or laying off 50 or more employees - WARN, Mass Layoff

110
Q

Proposition 65

A

Requires that employers with 10 or more employees warn any person (employees and others who may enter a laboratory) prior to their exposure to a chemical known to the state of CA to cause cancer, birth defects, or other reproductive harm

111
Q

Protected Class

A

Different classes of individuals who receive specific legal protection against discrimination and harassment based on the individuals belonging to a protected class, including individuals over the age of 40

112
Q

Pyramiding of Overtime

A

Not required by CA law, exists when an employeee earns overtime on top of overtime already paid

113
Q

Qualifying Event

A

For benefit purposes, one of several defined events that permits a change of benefits enrollment status outside of open enrollment periods or that entitles an eligible beneficiary to COBRA or Cal-COBRA benefits

114
Q

Qualified Beneficiary

A

An employee covered under an employer’s group health plan

115
Q

Quid Pro Quo

A

This for That. A type of sexual harassment that conditions job continuance, promotions, benefits, etc, in exchange for sexual favors

116
Q

Rate of Pay

A

A fixed amount of payment based on a unit of time or piece of work performed

117
Q

Reasonable Acommodation

A

Any change in the work environment or in the way a job is performed that enables a person with a disability to enjoy equal employment opportunities

118
Q

Registered Domestic Partner

A

Either one of an unmarried heterosexual couple over the age of 62 or a same-sex couple registered with the CA Secretary of State

119
Q

Regular Rate of Pay

A

Calculated amount of an employee’s actual earnings, which may include an hourly rate, commission, bonuses, piece work, and the value of meals and lodging

120
Q

Religious Holidays

A

A day specified for religious observance. Employers must make reasonable accommodations for employee requests for time off for religious holidays

121
Q

Reporting Time Pay

A

Payment to nonexempt employees who reports to work at his normal time and is not put to work, or is given less than half the hours for which he was scheduled

122
Q

Rest Period

A

10 minute, paid block of time for nonexempt employees for each 4 hours worked, should be scheduled near the middle of the work period

123
Q

Retaliation

A

CA regards retaliation as any adverse employment action that results because an individual has opposed practices prohibited by Fair Employment and Housing Act FEHA, or has filed a complaint, testified, assisted or participated in any manner in an investigation, proceeding or hearing conducted by the Department of Fair Employment and Housing or its staff

124
Q

Retirement Plan

A

A fund that provides individuals with income after retirement. Employees and employers contribute money to a fund during an employee’s term of employment, and employees receive a defined income from the fund upon retirement

125
Q

RMI

A

Repetitive motion injury. A problematic injury that builds over time, caused by overuse or overexertion of some part of the musculoskeletal system. Often referred to as cumulative trauma disorders (CMDs) or musculoskeletal disorders (MSDs)

126
Q

Safety Data Sheets

A

An information sheet provided by the manufacturer of a product that describes the product’s chemical properties, potential hazards, and instruction in safe handling (formerly called “material safety data sheets”)

127
Q

Salary

A

A fixed amount of money for each payroll period, whether weekly, bi-weekly, or semi-monthly or monthly

128
Q

SDI

A

State Disability Insurance. Provides temporary disability benefits for employees who are disabled by a non-work-related illness or injury. Benefits are paid by the EDD from employee contributions in the form of a tax

129
Q

Seventh-Day Rule

A

Nonexempt employees who work on each day of your established seven-day workweek are entitled to overtime at the rate of time and one-half for the first eight hours worked and double time for any hours worked beyond that on that seventh day

130
Q

Severance Pay

A

Money paid to an employee at the time of termination or layoff, to compensate in part of the sudden job loss. Not required by law

131
Q

Sexual Harassment

A

Unwelcome verbal, visual, or physical conduct of a sexual nature that is severe or pervasive and affects working conditions or creates a hostile work environment

132
Q

SIC

A

Standard Industry Code - System that classifies businesses by their primary activity. The SIC is used for a variety of statistical purposes

133
Q

Split Shift

A

Any two distinct work periods separated by more than a one-hour meal period. (regular pay plus an hour at least minimum wage)

134
Q

Standby

A

Time the employee spends on call that cannot be used for his/her benefit. Depending on the limitations on the employee on the employee during this time, the standby time may be paid or unpaid

135
Q

Statute

A

Law enacted by the legislative branch of a government

136
Q

Telecommute

A

To work at home by the use of an electronic linkup with a central office. Employees may use an electronic linkup with a central office or other technology to work from a location away from their office

137
Q

TICP

A

Target Inspection and Consultation Program - A Cal/OSHA program that identifies certain high hazard employers, and requires a fee paid to fund a special inspection unit

138
Q

Time-And-One-Half

A

The regular hourly rate for the job an employee is doing, plus one-half the regular rate of pay. See also Double-Time, Overtime

139
Q

Title VII, Civil Rights Act of 1964

A

Prohibits employers of 15 or more employees from discriminating on the basis of race, color, religion, sex, or national origin

140
Q

UI

A

Unemployment Insurance - An employer paid tax, which is held in reserve for employees in case they become unemployed

141
Q

USCIS

A

US Citizenship and Immigration Services. Enforces the laws regulating the admission of foreign-born persons to the US, and administers various immigration benefits, including work visas and the naturalization of qualified applications for US Citizenship

142
Q

USERRA

A

Uniformed Services Employment and Reemployment Rights Act. This act prohibits discrimination or reprisals against past and present members of the uniformed service. No employer may deny a person initial employment, retention in employment, promotion or any benefit of employment based on a person’s membership, application for membership, performance of service, application to perform service or obligation for service in the uniformed services

143
Q

VETS

A

Veterans’ Employment and Training Service. Federal agency that enforces the Uniformed Services and Reemployment Rights Act (USERRA)

144
Q

Volunteer

A

A person who intends to give his/her time for public service, religious, or humanitarian objectives without wanting pay

145
Q

Wage Orders

A

Contain instructions for paying nonexempt employees their wages. Currently 17 Wage Orders, organized according to industry, plus Minimum Wage Order. The purpose of your business determines which Wage Order applies to you

146
Q

Wages

A

Money received by an employee or labor performed of every description, whether the amount is fixed or determined by the standard of time, task, piece, commission or other methods of calculation

147
Q

WARN

A

Worker Adjustment and Retraining Notification Act - federal law requiring employers to give employees advance notice of plant closing or a mass layoff if the action involves a requisite number of employees. CA has a similar law that provides more protection than that of federal law, therefore more employees are covered by state law

148
Q

Welfare Plan

A

Provides health benefits, disability benefits, death benefits, prepaid legal services, vacation benefits, day care centers, scholarship funds, apprenticeship and training benefits, or other similar benefits. Governed by ERISA

149
Q

Workday

A

Any consecutive 24 hour period starting at the same time each calendar day. If an employer doesn’t define the workday, the California Labor Commission will presume a workday of 12:01 AM to Midnight

150
Q

Whistleblowing

A

Any report made by an employee or an employee’s family member of suspected illegal activity on the part of an employer

151
Q

Workweek

A

Any seven consecutive 24-hour periods, starting on the same calendar day and at the same time each week. If an employer doesn’t define the workweek, California Labor Commission will presume a workweek of Sunday through Saturday

152
Q

Work Permit

A

A document establishing the maximum number of days and hours a minor may legally work during the workweek. The permit may also impose other limitations on the score of the minor’s work

153
Q

Workers’ Compensation

A

A mandatory “no fault” insurance program, paid for by employers, to cover medical treatment and wage replacement for an employee who suffers a work-related illness or injury

PHR-CA (1 decks)

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