DMEC CLMS Certification Exam (Latest 2024/ 2025 Update) Question s and Verif ied Answ ers| 100% Correct | Grade A Q: Scenario: Shannon and Elizabeth are coworkers and found out they are both pregnant and due around Thanksgiving. Shannon works five (5) days each week, for a schedules eight -hour day. Elizabeth works Monday, Wednesday, and Friday only, and on those days is scheduled for eight -hour days. Therefore, Shannon is entitled to 12 workweeks based on 40 -hour schedule, and Eli zabeth is entitled to 12 workweeks based on a 24 -hour schedule. All absences are calculated as a fraction of the employee's schedule. If Shannon takes one eight -
hour day, she has taken 1/5 of a workweek (calculated as 20% of a week). If Elizabeth also takes one eight -hour day, she has used 1/3 of a workweek (calculated as 33% of a week) as she is only scheduled three days. Elizabeth takes off Friday the week of Columbus Day, when the office is closed on Monday. What fraction of the week has Elizabeth taken? 1. 1/5 (20%) 2. 1/3 (33%) 3. 1/2 (50%) 4. 2/3 Answer: 2. 1/3 (33%) - the holiday closure does not count against her FMLA entitlement. Q: Scenario: Shannon and Elizabeth are coworkers and found out they are both pregnant and due around Thanksgiving. Shannon works five (5) days each week, for a schedules eight -hour day. Elizabeth works Monday, Wednesday, and Friday only, and on those days is scheduled for eight -hour days. Therefore, Shannon is entitled to 12 workweeks based on 40 -hour schedule, and Eli zabeth is entitled to 12 workweeks based on a 24 -hour schedule. All absences are calculated as a fraction of the employee's schedule. If Shannon takes one eight -
hour day, she has taken 1/5 of a workweek (calculated as 20% of a week). If Elizabeth also takes one eight -hour day, she has used 1/3 of a workweek (calculated as 33% of a week) as she is only scheduled three days. Shannon takes Wednesday thru Friday the week of Columbus Day, when the office is closed on Monday. What fraction of the week has she taken? 1. 3/5 (60%) 2. One week 3. 3/4 (75%) 4. 2 Answer: 1. 3/5 (60%) Q: All employees who are entitled to leave may take a total of 480 hours of leave. True or False Answer: False Q: The federal FMLA allows 12 workweeks for all leaves and qualified relationships. Some military related leaves allow an additional 14 weeks for a total of up to 26 weeks. Which of the following relationships would ONLY qualify under a military leave? 1. Spouse 2. Parent 3. Sibling 4. Child Answer: 4. Sibling - Under military caregiver leave, employees may also take time for anybody who qualifies as "next of kin", defined as the nearest blood relative other than the covered service member's spouse, parent, son, or daughter in the following order of p riority: blood relatives who have been granted legal custody of the covered service member by court decree or statutory provisions, brothers and sisters, grandparents, aunts and uncles, and first cousins unless the covered service member has specifically designated in writing another blood relative as his or her nearest blood relative for purposes of military caregiver leave under the FMLA. Q: If an employee requests leave to care for their qualified family member under the military caregiver provisions, the service member must be on active duty at the time of the initial illness or injury. True or False Answer: False - the illness or injury can be a result of service in the line of duty or be a prior condition which was aggravated by service in the line of duty. The leave may qualify if the service member has been honorably discharged within the five year period prior to the request for leave. Q: Military exigency and military caregiver leaves are NOT additional leave entitlements above and beyond time for the FMLA. True or False Answer: True - Military exigency and military caregiver leave are simply two additional leave categories added in 2008 as qualified reasons to use the 12 weeks of leave originally available only for the serious health condition of the employee or a qualified famil y member. However, military caregiver leave may entitle the employee to up to an additional 14 weeks for a total of 26 weeks, if the full 26 weeks is taken for military caregiver reasons. The initial 12 weeks count against the employee's overall federal FMLA entitle ment. Q: In order to be eligible for FMLA leave, which of the following is required? 1. An employee must have worked for at least 1,250 hours in the past 12 months. 2. An employee must have worked for a company for at least 12 months within the past 7 years. 3. The employee must work at a site that has 50 employees within a 75 -mile radius. 4. All of the above. Answer:
hour day, she has taken 1/5 of a workweek (calculated as 20% of a week). If Elizabeth also takes one eight -hour day, she has used 1/3 of a workweek (calculated as 33% of a week) as she is only scheduled three days. Elizabeth takes off Friday the week of Columbus Day, when the office is closed on Monday. What fraction of the week has Elizabeth taken? 1. 1/5 (20%) 2. 1/3 (33%) 3. 1/2 (50%) 4. 2/3 Answer: 2. 1/3 (33%) - the holiday closure does not count against her FMLA entitlement. Q: Scenario: Shannon and Elizabeth are coworkers and found out they are both pregnant and due around Thanksgiving. Shannon works five (5) days each week, for a schedules eight -hour day. Elizabeth works Monday, Wednesday, and Friday only, and on those days is scheduled for eight -hour days. Therefore, Shannon is entitled to 12 workweeks based on 40 -hour schedule, and Eli zabeth is entitled to 12 workweeks based on a 24 -hour schedule. All absences are calculated as a fraction of the employee's schedule. If Shannon takes one eight -
hour day, she has taken 1/5 of a workweek (calculated as 20% of a week). If Elizabeth also takes one eight -hour day, she has used 1/3 of a workweek (calculated as 33% of a week) as she is only scheduled three days. Shannon takes Wednesday thru Friday the week of Columbus Day, when the office is closed on Monday. What fraction of the week has she taken? 1. 3/5 (60%) 2. One week 3. 3/4 (75%) 4. 2 Answer: 1. 3/5 (60%) Q: All employees who are entitled to leave may take a total of 480 hours of leave. True or False Answer: False Q: The federal FMLA allows 12 workweeks for all leaves and qualified relationships. Some military related leaves allow an additional 14 weeks for a total of up to 26 weeks. Which of the following relationships would ONLY qualify under a military leave? 1. Spouse 2. Parent 3. Sibling 4. Child Answer: 4. Sibling - Under military caregiver leave, employees may also take time for anybody who qualifies as "next of kin", defined as the nearest blood relative other than the covered service member's spouse, parent, son, or daughter in the following order of p riority: blood relatives who have been granted legal custody of the covered service member by court decree or statutory provisions, brothers and sisters, grandparents, aunts and uncles, and first cousins unless the covered service member has specifically designated in writing another blood relative as his or her nearest blood relative for purposes of military caregiver leave under the FMLA. Q: If an employee requests leave to care for their qualified family member under the military caregiver provisions, the service member must be on active duty at the time of the initial illness or injury. True or False Answer: False - the illness or injury can be a result of service in the line of duty or be a prior condition which was aggravated by service in the line of duty. The leave may qualify if the service member has been honorably discharged within the five year period prior to the request for leave. Q: Military exigency and military caregiver leaves are NOT additional leave entitlements above and beyond time for the FMLA. True or False Answer: True - Military exigency and military caregiver leave are simply two additional leave categories added in 2008 as qualified reasons to use the 12 weeks of leave originally available only for the serious health condition of the employee or a qualified famil y member. However, military caregiver leave may entitle the employee to up to an additional 14 weeks for a total of 26 weeks, if the full 26 weeks is taken for military caregiver reasons. The initial 12 weeks count against the employee's overall federal FMLA entitle ment. Q: In order to be eligible for FMLA leave, which of the following is required? 1. An employee must have worked for at least 1,250 hours in the past 12 months. 2. An employee must have worked for a company for at least 12 months within the past 7 years. 3. The employee must work at a site that has 50 employees within a 75 -mile radius. 4. All of the above. Answer:
