CLMS
The individual with the serious health condition must always be under a treatment plan - Answer-False-
Permanent or long term conditions for which treatment may not be effective can qualify, such as
Alzheimer's or end of stage of a terminal illness. However, the patient does not need to be under the
supervision of a healthcare provider, even if no treatment is administered.
Which of the following examples would NOT qualify as a serious health Condition? - Answer-Bi-annual
colonoscopy pre day and procedure.
The FMLA defines a serious health condition as one in which an employee is unable to perform ONE of
the essential functions of the employee's position. - Answer-True- An employee need only be incapable
of doing at least one essential function of his job.
Which of the following medical conditions would likely have a predictable absence schedule, requiring
the employee to provide advance notice of leave? - Answer-Pre-natal routine care- These appointments
occur on a defined scheduled an allow for an employee to provide advance notice of the need for the
absence. This ensures the least disruption to the company's operations. An employer may require
advance notice only for circumstances in which the absence is reasonable.
which option accurately reflects qualified FMLA time off for bonding offered to an employee? - Answer-
Birth of biological child, adoption of a child, or placement of a foster child. The birth of a new biological
child or the placement of an adoptive/foster child are the only reasons an employee may take time
under the bonding rules. Although a stepchild and a child in the employee's custody as a ward of the
state my qualify under caring for a family member with a serious health condition, they are not qualified
under bonding time.
,Workweek Example 1: - Answer-in a five day workweek, if an employee is scheduled to work five days,
each day is worth 1/5 or 20% of a week. If an employee takes a three-day absence, they have taken 3/5
or 60% of the week.
Workweek Example 2: - Answer-if an employee is scheduled to work four days during a week due to
holiday, then each day is worth 1/4 of a week. If an employee takes all four days they have used one full
week. Whereas, if an employee takes a three-day absence, they have used 3/4 or 75% of the work week.
Shannon and Elizabeth are co-workers. They are both pregnant and due around thanksgiving. Shannon
works 5 days each week, for a scheduled 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 a 40-hour schedule, and Elizabeth is entitled to 12 workweeks based on 24- hour
schedule.
All absences are calculated as fraction of the employee's individual schedule. For a traditionally week,
with no holidays, if Shannon takes one-eight-hour day, she has taken 1/5 of workweek ( also calculated
as 20% of a week). If Elizabeth also takes one 8-hour day, she has used 1/3 of a workweek (also
calculated as 33% of a week) as she is only scheduled 3 days.
Elizabeth takes off Wednesday through Friday the week of Columbus Day, when the office is closed on
Monday. What fraction of the week has Elizabeth taken? - Answer-One week- Elizabeth does not work
on Tuesdays or Thursdays, so her absence was only Wed & Fri for a week where she was just scheduled
to work on Wed & Fri. Therefore, of her two scheduled days, she took both of them which equals a full
workweek.
Shannon and Elizabeth are co-workers. They are both pregnant and due around thanksgiving. Shannon
works 5 days each week, for a scheduled 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 a 40-hour schedule, and Elizabeth is entitled to 12 workweeks based on 24- hour
schedule.
,All absences are calculated as fraction of the employee's individual schedule. For a traditionally week,
with no holidays, if Shannon takes one-eight-hour day, she has taken 1/5 of workweek ( also calculated
as 20% of a week). If Elizabeth also takes one 8-hour day, she has used 1/3 of a workweek (also
calculated as 33% of a week) as she is only scheduled 3 days.
Shannon also takes off Wednesday through Friday the week of Columbus Day, when the office is closed
on Monday. What fraction of the week has she taken? - Answer-3/4 (75%) Shannon was scheduled to
work only 4 days that week as the office was close don Monday (counted as a non-scheduled work day).
Because she took Wed, Thurs and Friday off, her absence accounted for three of the four days she was
scheduled. (75% of the work week)
All employee's who are entitled to leave may take a total of 480 hours of leave. - Answer-False- Each
employee's entitlement will be based on their individual schedule. 12 workweeks will equal 480 hours
only for employee who work exactly 40 hours per week (12*40=480)) with absolutely no deviation and
no adjustment for holidays.
Reasons for qualified military exisgency leave under the FMLA - Answer-Short notice deployment
Military events and related activities
childcare and related activates
care of military member's parent
Financial and legal arrangements
Counseling
Rest and recuperation
Post-deployment activities
Any event the employee an employer agree is qualified.
Qualified family members may take up to a total of 26 workweeks to care for family members who are
members of the armed forces due to serious illness or injury. - Answer-illness or injury must have been
incurred in the line of duty, active duty.
The 26 workweeks are combined with the original 12 workweeks (NOT additional 26 weeks)
, illness or injury was prior condition aggravated by service in the line of duty.
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 military leave? - Answer-Sibling
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 initial illness or injury. - Answer-
False- The illness or injury can be a result of a 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 5 year period to the request of leave.
Military exigency and military caregiver leaves NOT additional leave entitlements above and beyond
time for the FMLA. - Answer-True- Military exigency and military caregiver leave are simply two
additional leave categories under the FMLA. All leave taken under both of these leave types will be
deducted from the standard 12 workweeks of time available. However, military caregiver leave provides
up to another 14 weeks for a total of up to 26 weeks. Up to the first 12 weeks are taken from the basic
FMLA entitlement.
In order to be eligible for FMLA leave which of the following is required? - Answer-All of the above-
Employee must work 1250 hours in the last 12 months, must have worked for company or at least 12
months within the past 7 years. Must work at a site that has 50 employees with an 75 mile radius.
An employee worked for the same company with a four year break. Upon return they worked 11
months at 100 hours per month. The employee requests leave. Which answer best describes their
circumstance. - Answer-Employee is not eligible because they do not have enough hours worked.
Jeremy took April off to attend Argentina to finalize ppwk for adoption. Then will return home for 2
months. Then on july 1st take off one month to get to know baby/Argentina. Then within 1 year request
bonding leave.
The individual with the serious health condition must always be under a treatment plan - Answer-False-
Permanent or long term conditions for which treatment may not be effective can qualify, such as
Alzheimer's or end of stage of a terminal illness. However, the patient does not need to be under the
supervision of a healthcare provider, even if no treatment is administered.
Which of the following examples would NOT qualify as a serious health Condition? - Answer-Bi-annual
colonoscopy pre day and procedure.
The FMLA defines a serious health condition as one in which an employee is unable to perform ONE of
the essential functions of the employee's position. - Answer-True- An employee need only be incapable
of doing at least one essential function of his job.
Which of the following medical conditions would likely have a predictable absence schedule, requiring
the employee to provide advance notice of leave? - Answer-Pre-natal routine care- These appointments
occur on a defined scheduled an allow for an employee to provide advance notice of the need for the
absence. This ensures the least disruption to the company's operations. An employer may require
advance notice only for circumstances in which the absence is reasonable.
which option accurately reflects qualified FMLA time off for bonding offered to an employee? - Answer-
Birth of biological child, adoption of a child, or placement of a foster child. The birth of a new biological
child or the placement of an adoptive/foster child are the only reasons an employee may take time
under the bonding rules. Although a stepchild and a child in the employee's custody as a ward of the
state my qualify under caring for a family member with a serious health condition, they are not qualified
under bonding time.
,Workweek Example 1: - Answer-in a five day workweek, if an employee is scheduled to work five days,
each day is worth 1/5 or 20% of a week. If an employee takes a three-day absence, they have taken 3/5
or 60% of the week.
Workweek Example 2: - Answer-if an employee is scheduled to work four days during a week due to
holiday, then each day is worth 1/4 of a week. If an employee takes all four days they have used one full
week. Whereas, if an employee takes a three-day absence, they have used 3/4 or 75% of the work week.
Shannon and Elizabeth are co-workers. They are both pregnant and due around thanksgiving. Shannon
works 5 days each week, for a scheduled 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 a 40-hour schedule, and Elizabeth is entitled to 12 workweeks based on 24- hour
schedule.
All absences are calculated as fraction of the employee's individual schedule. For a traditionally week,
with no holidays, if Shannon takes one-eight-hour day, she has taken 1/5 of workweek ( also calculated
as 20% of a week). If Elizabeth also takes one 8-hour day, she has used 1/3 of a workweek (also
calculated as 33% of a week) as she is only scheduled 3 days.
Elizabeth takes off Wednesday through Friday the week of Columbus Day, when the office is closed on
Monday. What fraction of the week has Elizabeth taken? - Answer-One week- Elizabeth does not work
on Tuesdays or Thursdays, so her absence was only Wed & Fri for a week where she was just scheduled
to work on Wed & Fri. Therefore, of her two scheduled days, she took both of them which equals a full
workweek.
Shannon and Elizabeth are co-workers. They are both pregnant and due around thanksgiving. Shannon
works 5 days each week, for a scheduled 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 a 40-hour schedule, and Elizabeth is entitled to 12 workweeks based on 24- hour
schedule.
,All absences are calculated as fraction of the employee's individual schedule. For a traditionally week,
with no holidays, if Shannon takes one-eight-hour day, she has taken 1/5 of workweek ( also calculated
as 20% of a week). If Elizabeth also takes one 8-hour day, she has used 1/3 of a workweek (also
calculated as 33% of a week) as she is only scheduled 3 days.
Shannon also takes off Wednesday through Friday the week of Columbus Day, when the office is closed
on Monday. What fraction of the week has she taken? - Answer-3/4 (75%) Shannon was scheduled to
work only 4 days that week as the office was close don Monday (counted as a non-scheduled work day).
Because she took Wed, Thurs and Friday off, her absence accounted for three of the four days she was
scheduled. (75% of the work week)
All employee's who are entitled to leave may take a total of 480 hours of leave. - Answer-False- Each
employee's entitlement will be based on their individual schedule. 12 workweeks will equal 480 hours
only for employee who work exactly 40 hours per week (12*40=480)) with absolutely no deviation and
no adjustment for holidays.
Reasons for qualified military exisgency leave under the FMLA - Answer-Short notice deployment
Military events and related activities
childcare and related activates
care of military member's parent
Financial and legal arrangements
Counseling
Rest and recuperation
Post-deployment activities
Any event the employee an employer agree is qualified.
Qualified family members may take up to a total of 26 workweeks to care for family members who are
members of the armed forces due to serious illness or injury. - Answer-illness or injury must have been
incurred in the line of duty, active duty.
The 26 workweeks are combined with the original 12 workweeks (NOT additional 26 weeks)
, illness or injury was prior condition aggravated by service in the line of duty.
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 military leave? - Answer-Sibling
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 initial illness or injury. - Answer-
False- The illness or injury can be a result of a 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 5 year period to the request of leave.
Military exigency and military caregiver leaves NOT additional leave entitlements above and beyond
time for the FMLA. - Answer-True- Military exigency and military caregiver leave are simply two
additional leave categories under the FMLA. All leave taken under both of these leave types will be
deducted from the standard 12 workweeks of time available. However, military caregiver leave provides
up to another 14 weeks for a total of up to 26 weeks. Up to the first 12 weeks are taken from the basic
FMLA entitlement.
In order to be eligible for FMLA leave which of the following is required? - Answer-All of the above-
Employee must work 1250 hours in the last 12 months, must have worked for company or at least 12
months within the past 7 years. Must work at a site that has 50 employees with an 75 mile radius.
An employee worked for the same company with a four year break. Upon return they worked 11
months at 100 hours per month. The employee requests leave. Which answer best describes their
circumstance. - Answer-Employee is not eligible because they do not have enough hours worked.
Jeremy took April off to attend Argentina to finalize ppwk for adoption. Then will return home for 2
months. Then on july 1st take off one month to get to know baby/Argentina. Then within 1 year request
bonding leave.
