CLMS Certification Practice Questions with verified
answers
(T/F?) A supervisor is reluctant to give an employee who took FMLA leave for
cancer treatment responsibility for a major new project. The supervisor fears that
the cancer will return so he chooses to assign the project to someone else. This is
an example of retaliation. Ans✓✓✓ True
(T/F?) All employee's who are entitled to leave may take a total of 480 hours of
leave. Ans✓✓✓ False
(T/F?) An employee mat take FMLA leave to care for a covered service member
and also for another FMLA qualifying reason during a single 12-month period.
Ans✓✓✓ True
(T/F?) An employee may take FMLA leave to take a grandchild to a therapy
appointment if the child's parent is deployed on a military training in another
state and the military member is a qualified relationship to the grandparent.
Ans✓✓✓ False, must be foreign deployment
(T/F?) An employee must have a biological relationship or a legal responsibility for
a child in order to take FMLA leave? Ans✓✓✓ False
(T/F?) An employee's medical information that is kept in their personnel file and
in a locked file cabinet is duly considered protected under the ADA Ans✓✓✓
False, must be kept separate from other employee files
(T/F?) An employee's STD is approved and a copy of the approval is sent to the
employer, but the FMLA paperwork is never received. The employer denies the
, FMLA leave and terminates the employee. The employer was within their rights to
terminate his employment because under the FMLA, an employer has the right to
require employees to follow absence policy procedures. Ans✓✓✓ False
(T/F?) An employer may use an employee's genetic information if the employee is
exhibiting related health issues that may impact the safety of the employee or
others around the employee. Ans✓✓✓ False
(T/F?) Because jury duty is required, not optional, all employers must provide pay.
Ans✓✓✓ False
(T/F?) For employees whose primary language is not English, an employer must
post an FMLA poster in a language in which the employees are literate. Ans✓✓✓
False
(T/F?) If an employee does not provide 30 days notice for the need to travel for
the purpose of adoption, his employer may not delay his initial visit because it is a
required part of the adoption process. Ans✓✓✓ False
(T/F?) If an employee is approved and paid for 3 weeks off of work under Workers
compensation, he does not need coverage under the FMLA. The time will only be
covered under worker's compensation. Ans✓✓✓ False
(T/F?) If an employee is on approved vacation time and is injured while on
vacation and is hospitalized for 2 days of the vacation, these two days do NOT
count towards FMLA. Ans✓✓✓ False
answers
(T/F?) A supervisor is reluctant to give an employee who took FMLA leave for
cancer treatment responsibility for a major new project. The supervisor fears that
the cancer will return so he chooses to assign the project to someone else. This is
an example of retaliation. Ans✓✓✓ True
(T/F?) All employee's who are entitled to leave may take a total of 480 hours of
leave. Ans✓✓✓ False
(T/F?) An employee mat take FMLA leave to care for a covered service member
and also for another FMLA qualifying reason during a single 12-month period.
Ans✓✓✓ True
(T/F?) An employee may take FMLA leave to take a grandchild to a therapy
appointment if the child's parent is deployed on a military training in another
state and the military member is a qualified relationship to the grandparent.
Ans✓✓✓ False, must be foreign deployment
(T/F?) An employee must have a biological relationship or a legal responsibility for
a child in order to take FMLA leave? Ans✓✓✓ False
(T/F?) An employee's medical information that is kept in their personnel file and
in a locked file cabinet is duly considered protected under the ADA Ans✓✓✓
False, must be kept separate from other employee files
(T/F?) An employee's STD is approved and a copy of the approval is sent to the
employer, but the FMLA paperwork is never received. The employer denies the
, FMLA leave and terminates the employee. The employer was within their rights to
terminate his employment because under the FMLA, an employer has the right to
require employees to follow absence policy procedures. Ans✓✓✓ False
(T/F?) An employer may use an employee's genetic information if the employee is
exhibiting related health issues that may impact the safety of the employee or
others around the employee. Ans✓✓✓ False
(T/F?) Because jury duty is required, not optional, all employers must provide pay.
Ans✓✓✓ False
(T/F?) For employees whose primary language is not English, an employer must
post an FMLA poster in a language in which the employees are literate. Ans✓✓✓
False
(T/F?) If an employee does not provide 30 days notice for the need to travel for
the purpose of adoption, his employer may not delay his initial visit because it is a
required part of the adoption process. Ans✓✓✓ False
(T/F?) If an employee is approved and paid for 3 weeks off of work under Workers
compensation, he does not need coverage under the FMLA. The time will only be
covered under worker's compensation. Ans✓✓✓ False
(T/F?) If an employee is on approved vacation time and is injured while on
vacation and is hospitalized for 2 days of the vacation, these two days do NOT
count towards FMLA. Ans✓✓✓ False
