CLMS CERTIFICATION COMPREHENSIVE
TEST QUESTIONS AND CORRECT ANSWERS
GRADED A+
⩥ 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
TEST QUESTIONS AND CORRECT ANSWERS
GRADED A+
⩥ 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
