DMEC CLMS QUESTIONS AND ANSWERS
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.
Jeremy's absence in April is not covered b/c Jeremy did not have physical custody of
the baby during the visit? - Answer -False. Employees may take FMLA leave before the
actual placement or adoption or foster care placement to proceed.
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.
Jeremy's absence in April is not covered b/c Jeremy did not have physical custody of
the baby during the visit? - Answer -False. Employees may take FMLA leave before the
actual placement or adoption or foster care placement to proceed.
