Nurse Executive Certification (NE-BC®) Based on ANCC
PRACTICE EXAM COMPLETE SOLUTION GUIDE
2025 Updated Questions with Solution
FMLA
(Structure & Processes, 28%)
Family and Medical Leave Act (FMLA)
federal law: employers with 50/more employees must provide unpaid leave & job-protected
time off to qualifying employees.
Employer must continue benefits, insurance coverage & maintain the same or comparable
position for employee return to work.
FMLA Eligibility & Benefits
(Structure & Processes, 28%)
- Eligible employees must work at least 12 months and at least 1,250 work hours during the last
12 months.
,- 12 months of work needed to qualify do not have to be continuous as long as total work time
= 12 months (ex. leave of absence in the middle is ok)
- Overtime hours are included in qualifying work hours, but any paid/unpaid leave is not.
- "Rolling" 12 month period used to calculate FMLA entitlement.
- The date on which an employee begins FMLA leave is the beginning of the "rolling period". Up
to 12 weeks of leave is guaranteed.
- Once employee has used the initial 12 weeks, additional leave will be determined by counting
12 months from start of FMLA leave. Extended leave may be up to 26 weeks.
FMLA Qualifying Events
(Structure & Processes, 28%)
Birth/Adoption/Foster care placement, Care of immediate family member with serious health
condition, employee's own serious health condition, serious injury or illness affecting spouse,
child, parent, next-of-kin, or qualifying exigencies for spouse, child or parent of a family
member called to or on active duty.
ADA
,(Structure & Processes, 28%)
Americans with Disabilities Act (ADA): 1992 law which provides the disabled individuals
(includes 'obvious' disabilities, mental impairment and other health issues like arthritis,
seizures, etc.) access to employment and the community. Employers are only allowed to ask
applicants if they need accommodations.
FLSA
(Structure & Processes, 28%)
Fair Labor Standards Act (FLSA):
establishes minimum wage, overtime pay, recordkeeping, and youth employment standards.
Affects employees in private sector and Federal, State, and local governments.
If the state minimum wage is higher than federal, employees must receive state minimum
wage. Applies to companies that engage in interstate commerce and whose businesses
generate more than 500,000$ in annual dollar volume
Davis-Bacon Act of 1931
, (Structure & Processes, 28%)
This law requires the payment of "prevailing wages" to employees of contractors and
subcontractors working on government construction projects.
Walsh-Healey Act
(Structure & Processes, 28%)
Act that extended concept of prevailing wage and overtime pay to employers who manufacture
or supply goods under government contracts.
Contract Work Hours and Safety Standards Act (CWHSSA) 1962
(Structure & Processes, 28%)
All contracts that exceed simplified threshold ($100k); 40 hour work week with overtime no less
than 1.5 pay, prohibits unsafe/unsanitary working conditions
PRACTICE EXAM COMPLETE SOLUTION GUIDE
2025 Updated Questions with Solution
FMLA
(Structure & Processes, 28%)
Family and Medical Leave Act (FMLA)
federal law: employers with 50/more employees must provide unpaid leave & job-protected
time off to qualifying employees.
Employer must continue benefits, insurance coverage & maintain the same or comparable
position for employee return to work.
FMLA Eligibility & Benefits
(Structure & Processes, 28%)
- Eligible employees must work at least 12 months and at least 1,250 work hours during the last
12 months.
,- 12 months of work needed to qualify do not have to be continuous as long as total work time
= 12 months (ex. leave of absence in the middle is ok)
- Overtime hours are included in qualifying work hours, but any paid/unpaid leave is not.
- "Rolling" 12 month period used to calculate FMLA entitlement.
- The date on which an employee begins FMLA leave is the beginning of the "rolling period". Up
to 12 weeks of leave is guaranteed.
- Once employee has used the initial 12 weeks, additional leave will be determined by counting
12 months from start of FMLA leave. Extended leave may be up to 26 weeks.
FMLA Qualifying Events
(Structure & Processes, 28%)
Birth/Adoption/Foster care placement, Care of immediate family member with serious health
condition, employee's own serious health condition, serious injury or illness affecting spouse,
child, parent, next-of-kin, or qualifying exigencies for spouse, child or parent of a family
member called to or on active duty.
ADA
,(Structure & Processes, 28%)
Americans with Disabilities Act (ADA): 1992 law which provides the disabled individuals
(includes 'obvious' disabilities, mental impairment and other health issues like arthritis,
seizures, etc.) access to employment and the community. Employers are only allowed to ask
applicants if they need accommodations.
FLSA
(Structure & Processes, 28%)
Fair Labor Standards Act (FLSA):
establishes minimum wage, overtime pay, recordkeeping, and youth employment standards.
Affects employees in private sector and Federal, State, and local governments.
If the state minimum wage is higher than federal, employees must receive state minimum
wage. Applies to companies that engage in interstate commerce and whose businesses
generate more than 500,000$ in annual dollar volume
Davis-Bacon Act of 1931
, (Structure & Processes, 28%)
This law requires the payment of "prevailing wages" to employees of contractors and
subcontractors working on government construction projects.
Walsh-Healey Act
(Structure & Processes, 28%)
Act that extended concept of prevailing wage and overtime pay to employers who manufacture
or supply goods under government contracts.
Contract Work Hours and Safety Standards Act (CWHSSA) 1962
(Structure & Processes, 28%)
All contracts that exceed simplified threshold ($100k); 40 hour work week with overtime no less
than 1.5 pay, prohibits unsafe/unsanitary working conditions
