2024/25|DMEC - CLMS| NEWEST COMPLETE QUESTIONS AND VERIFIED ANSWERS|GET IT 100%
ACCURATE!!
Which of the following examples would NOT qualify as a serious health condition?
1. Friday/Monday absence due to allergies, with a non-working weekend in between
2. Morning sickness as a result of a normal pregnancy without complications
3. Bi-annual colonoscopy prep day and procedure
4. Bringing a parent to a one-hour physical therapy appointment - ANSWER 3. Bi-annual colonoscopy
prep day and procedure
The individual with the serious health condition must always be under a treatment plan.
True or False - ANSWER False - Permanent or long-term conditions for which treatment may not be
effective can qualify, such as Alzheimer's or the end stage of a terminal illness. However, the patient does
need to be under the supervision of a healthcare provider, even if no treatment is administered.
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.
True or False - ANSWER True - An employee only be incapable of doing at least one essential function of
the job.
Which of the following medical conditions would likely have a predictable absence schedule, requiring
the employee to provide advance notice of leave.
1. Migraine headaches
2. Back pain
3. Prenatal routine care
4. Allergies - ANSWER 3. Prenatal routine care - Migraine headaches, back pain, and allergies are
generally sporadic and unpredictable. However, prenatal routine appointments occur on a defined
schedule and 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 and predictable.
,Which option accurately reflects qualified FMLA time off for bonding offered to an employee?
1. Birth of a biological child, adoption of a child, or placement of a foster child
2. Birth of a biological child, adoption of a child, placement of a foster child, and/or addition of a step
child
3. Birth of a biological child, adoption of a child, or placement of a foster child and/or a child who is a
ward of the state - ANSWER 1. Birth of a biological child, adoption of a child, or placement of a foster
child - Although a stepchild and child in the employee's custody as a ward of the state may qualify under
caring for a family member with a serious health condition, they are not qualified for bonding time.
Scenario: Shannon and Elizabeth are coworkers and found out they are both pregnant and due around
Thanksgiving.
Shannon works five (5) days each week, for a schedules 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 40-hour schedule, and Elizabeth is entitled to 12 workweeks based
on a 24-hour schedule.
All absences are calculated as a fraction of the employee's schedule. If Shannon takes one eight-hour
day, she has taken 1/5 of a workweek (calculated as 20% of a week). If Elizabeth also takes one eight-
hour day, she has used 1/3 of a workweek (calculated as 33% of a week) as she is only scheduled three
days.
Elizabeth takes off Friday the week of Columbus Day, when the office is closed on Monday. What fraction
of the week has Elizabeth taken?
1. 1/5 (20%)
2. 1/3 (33%)
3. 1/2 (50%)
4. 2/3 - ANSWER 2. 1/3 (33%) - the holiday closure does not count against her FMLA entitlement.
, Scenario: Shannon and Elizabeth are coworkers and found out they are both pregnant and due around
Thanksgiving.
Shannon works five (5) days each week, for a schedules 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 40-hour schedule, and Elizabeth is entitled to 12 workweeks based
on a 24-hour schedule.
All absences are calculated as a fraction of the employee's schedule. If Shannon takes one eight-hour
day, she has taken 1/5 of a workweek (calculated as 20% of a week). If Elizabeth also takes one eight-
hour day, she has used 1/3 of a workweek (calculated as 33% of a week) as she is only scheduled three
days.
Shannon takes Wednesday thru Friday the week of Columbus Day, when the office is closed on Monday.
What fraction of the week has she taken?
1. 3/5 (60%)
2. One week
3. 3/4 (75%)
4. 2 - ANSWER 1. 3/5 (60%)
All employees who are entitled to leave may take a total of 480 hours of leave.
True or False - ANSWER False
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 a military leave?
1. Spouse
2. Parent
3. Sibling
ACCURATE!!
Which of the following examples would NOT qualify as a serious health condition?
1. Friday/Monday absence due to allergies, with a non-working weekend in between
2. Morning sickness as a result of a normal pregnancy without complications
3. Bi-annual colonoscopy prep day and procedure
4. Bringing a parent to a one-hour physical therapy appointment - ANSWER 3. Bi-annual colonoscopy
prep day and procedure
The individual with the serious health condition must always be under a treatment plan.
True or False - ANSWER False - Permanent or long-term conditions for which treatment may not be
effective can qualify, such as Alzheimer's or the end stage of a terminal illness. However, the patient does
need to be under the supervision of a healthcare provider, even if no treatment is administered.
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.
True or False - ANSWER True - An employee only be incapable of doing at least one essential function of
the job.
Which of the following medical conditions would likely have a predictable absence schedule, requiring
the employee to provide advance notice of leave.
1. Migraine headaches
2. Back pain
3. Prenatal routine care
4. Allergies - ANSWER 3. Prenatal routine care - Migraine headaches, back pain, and allergies are
generally sporadic and unpredictable. However, prenatal routine appointments occur on a defined
schedule and 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 and predictable.
,Which option accurately reflects qualified FMLA time off for bonding offered to an employee?
1. Birth of a biological child, adoption of a child, or placement of a foster child
2. Birth of a biological child, adoption of a child, placement of a foster child, and/or addition of a step
child
3. Birth of a biological child, adoption of a child, or placement of a foster child and/or a child who is a
ward of the state - ANSWER 1. Birth of a biological child, adoption of a child, or placement of a foster
child - Although a stepchild and child in the employee's custody as a ward of the state may qualify under
caring for a family member with a serious health condition, they are not qualified for bonding time.
Scenario: Shannon and Elizabeth are coworkers and found out they are both pregnant and due around
Thanksgiving.
Shannon works five (5) days each week, for a schedules 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 40-hour schedule, and Elizabeth is entitled to 12 workweeks based
on a 24-hour schedule.
All absences are calculated as a fraction of the employee's schedule. If Shannon takes one eight-hour
day, she has taken 1/5 of a workweek (calculated as 20% of a week). If Elizabeth also takes one eight-
hour day, she has used 1/3 of a workweek (calculated as 33% of a week) as she is only scheduled three
days.
Elizabeth takes off Friday the week of Columbus Day, when the office is closed on Monday. What fraction
of the week has Elizabeth taken?
1. 1/5 (20%)
2. 1/3 (33%)
3. 1/2 (50%)
4. 2/3 - ANSWER 2. 1/3 (33%) - the holiday closure does not count against her FMLA entitlement.
, Scenario: Shannon and Elizabeth are coworkers and found out they are both pregnant and due around
Thanksgiving.
Shannon works five (5) days each week, for a schedules 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 40-hour schedule, and Elizabeth is entitled to 12 workweeks based
on a 24-hour schedule.
All absences are calculated as a fraction of the employee's schedule. If Shannon takes one eight-hour
day, she has taken 1/5 of a workweek (calculated as 20% of a week). If Elizabeth also takes one eight-
hour day, she has used 1/3 of a workweek (calculated as 33% of a week) as she is only scheduled three
days.
Shannon takes Wednesday thru Friday the week of Columbus Day, when the office is closed on Monday.
What fraction of the week has she taken?
1. 3/5 (60%)
2. One week
3. 3/4 (75%)
4. 2 - ANSWER 1. 3/5 (60%)
All employees who are entitled to leave may take a total of 480 hours of leave.
True or False - ANSWER False
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 a military leave?
1. Spouse
2. Parent
3. Sibling
