CLMS Certification Exam Prep (Latest 2024/
2025 Update) Questions and Verified
Answers| 100% Correct| Grade A
Q: 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.
Q: 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.
Q: 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.
,Q: 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
Q: 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.
Q: 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.
Q: 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.
Q: 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.
Q: 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.
Q: choose the correct one
Answer:
All three periods of time will be approved as long s Jeremy's employer is okay with intermittent
bonding.
, Q: Even though Jeremy did not provide 30 days of advance notice for the initial visit and
cultural learning sessions, his employer may not delay his initial 30 day visit in april b/c it is a
required part of the adoption process.
Answer:
False- an employee must provide the employer at least 30 days of advance notice before FMLA
leave is to being i the need for the leave is foreseeable based on the expected birth of a child,
adoption or foster care placement, or any planned medical treatment for a serious health
condition. when the need for FMLA leave is foreseeable at least 30 days in advance an employee
fails to give timely notice with no reasonable excuse the employer may delay FMLA coverage
until 30 days after the date the employee provides notice.
Q: An employee must have a biological relationship with or a legal responsibility for a child in
order to take FMLA leave.
Answer:
False- There does not need to be a biological or legal connection with a child in order to take
FMLA leave. The employee need to only have day-to-day responsibility for the child, otherwise
known as "loco parentis"
Q: Which of the following family members living in the same house with a minor child could
claim an "in loco parentis" relationship if the child had a serious health condition.
Answer:
All of the above: Grandmother, uncle, stepfather. All of the individuals listed could claim an 'in
loco parentis" relationship. An individual who has day-to-day responsibility for the care of a
child may be entitled to leave regardless if there is a biological or legal relationship.
Q: The stepson, stepdaughter, or stepparent of a covered service member can take military
caregiver leave.
2025 Update) Questions and Verified
Answers| 100% Correct| Grade A
Q: 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.
Q: 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.
Q: 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.
,Q: 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
Q: 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.
Q: 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.
Q: 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.
Q: 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.
Q: 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.
Q: choose the correct one
Answer:
All three periods of time will be approved as long s Jeremy's employer is okay with intermittent
bonding.
, Q: Even though Jeremy did not provide 30 days of advance notice for the initial visit and
cultural learning sessions, his employer may not delay his initial 30 day visit in april b/c it is a
required part of the adoption process.
Answer:
False- an employee must provide the employer at least 30 days of advance notice before FMLA
leave is to being i the need for the leave is foreseeable based on the expected birth of a child,
adoption or foster care placement, or any planned medical treatment for a serious health
condition. when the need for FMLA leave is foreseeable at least 30 days in advance an employee
fails to give timely notice with no reasonable excuse the employer may delay FMLA coverage
until 30 days after the date the employee provides notice.
Q: An employee must have a biological relationship with or a legal responsibility for a child in
order to take FMLA leave.
Answer:
False- There does not need to be a biological or legal connection with a child in order to take
FMLA leave. The employee need to only have day-to-day responsibility for the child, otherwise
known as "loco parentis"
Q: Which of the following family members living in the same house with a minor child could
claim an "in loco parentis" relationship if the child had a serious health condition.
Answer:
All of the above: Grandmother, uncle, stepfather. All of the individuals listed could claim an 'in
loco parentis" relationship. An individual who has day-to-day responsibility for the care of a
child may be entitled to leave regardless if there is a biological or legal relationship.
Q: The stepson, stepdaughter, or stepparent of a covered service member can take military
caregiver leave.
