DMEC CLMS CERTIFICATION EXAM SCRIPT
SOLVED QUESTIONS AND CORRECT
ANSWERS GRADED A+
◉ 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
SOLVED QUESTIONS AND CORRECT
ANSWERS GRADED A+
◉ 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
