Dmec - Clm Exam Questions With Verified Answers || Updated

DMEC - CLM EXAM QUESTIONS WITH VERIFIED ANSWERS || UPDATED .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. True or False - Answer-True .All employees who are entitled to leave may take a total of 480 hours of leave. True or False - Answer-False .An employee in California has worked for her employer for 11 months, working 20 hours per week. She requires an eight-week absence due to pregnancy complications. What will be the outcome of her leave based on federal FMLA and California PDL requirements? 1. All eight weeks will be denied under the federal FMLA and approved under California PDL 2. The first four weeks will be denied under the federal FMLA and approved under California PDL, and the last 4 weeks will be approved under the federal FMLA and California PDL. 3. All eight weeks will be denied under both the federal FMLA and California PDL. - Answer-1. All eight weeks will be denied under FMLA and approved under California PDL .An employee may take FMLA leave to care for a covered service member and also for another FMLA qualifying reason during a single 12-month period . - Answer-True .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. True or False - Answer-False - the qualifying exigency must arise out of the foreign deployment of the employee's spouse, son, daughter, or parent. .An employee must have a biological relationship with or a legal responsibility for a child in order to take FMLA leave. True or False - Answer-False .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 below best describes their circumstances? 1. The employee is eligible once they provide proof of prior employment. 2. The employee is not eligible because they do not have 12 months of service. 3. The employee is eligible to take FMLA leave. 4. The employee is not eligible because they do not have enough hours worked. - Answer-4. The employee is not eligible because they do not have enough hours worked. .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. True or False - Answer-False .Because jury duty is required, not optional, all employers must provide pay. True or False - Answer-False .Because Patrick's three-week absence for surgery was approved and paid for under the workers' compensation program, he does not need coverage under the FMLA. The time will only be covered by workers' compensation. True or False - Answer-False .Benjamin's 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. True or False - Answer-False .Erin is often late for work. She's been written up for this behavior previously. Today she calls in unexpectedly, indicating that her mother fell in the shower. She's at the hospital and says that she'll likely need several weeks off to care for her. Select the response that is MOST LIKELY to violate the FMLA's statement that it is unlawful for an employer to "interfere, restrain, or deny the exercise of...any right provided under" the FMLA? 1. You've has a lot of absences recently so when this is settled, we do need to talk. . I'm sorry to hear about your mom, but your absence puts us in a very difficult position Answer-2. I'm sorry to hear about your mom, but your absence puts us in a very difficult position. 2. - .For employees whose primary language is not English, an employer must post an FMLA poster in a language in which the employees are literate True or False - Answer-False .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. .If an employer tracks FMLA leave using the "calendar year" counting method, they must also track the 26 weeks of military caregiver leave using a calendar year to ensure a consistent process and treatment of employees. True or False - Answer-False - the 12-month period for military caregiver leave is tracked starting on the first day the employee takes leave for this reason and ends 12 months later, regardless of the 12-month period established for other FMLA leave reasons. This method is called "Rolling Forward" .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-4. All of the above .It is the employer's responsibility to confirm an employee is eligible for FMLA leave, each time an absence occurs for the same reason. True or False - Answer-False - once an employee has met the eligibility requirement for a specific reason and relationship, their eligibility for that reason may not be rechecked for one year. .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 family 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 entitlement. .Protected genetic information under GINA includes which of the following? 1. The employee's medical history only 2. The medical history of the employee and any family members, including genetic testing that reveals an increased risk of an individual's likelihood of developing an illness 3. The medical history of the employee and any family members, including any genetic testing regardless of the results of the test. - Answer-3. The medical history of the employee and any family members, including any genetic testing regardless of the results of the test. .Scenario Oregon: Molly lives in Oregon and has worked full time for her employer for a couple of years. Molly is pregnant and needs eight weeks of leave at the end of her f complicated pregnancy. This includes two weeks of prenatal leave and six weeks o post-partum leave. Shortly after returning to work, her mother becomes terminally ill, and Molly requests four weeks of leave to care for her mother. Unfortunately, her mother passes away at the end of the second week of leave. Will Molly be approved for all four weeks of her leave request, given that her mother passed away before the end of the leave? Yes or No - Answer-Yes - the period of absence when Molly's mother was alive is covered under both federal and state leave. The final two weeks of leave will be covered only under state leave as bereavement is an approved leave reason under state OFLA, but not under the federal FMLA. .Scenario: Accessibility