2024/25|Dmec - Clms| Newest Complete Questions And Verified Answers|Get It 100% Accurate!!

Terms in this set (71) 3 Scenario: Neck Injury James is an avid climber and sky diver. He was hired several years ago on Sept. 1, and works a typical five-day week, Monday through Friday. He has been approved for a vacation from Thursday May 1 through Friday May 16. This is a total of 12 vacation days. He will return to work on Monday, May 19. Unfortunately, James injures himself while on vacation in Peru. He suffers a concussion and sprains his neck diving into a pool and spends two days in a local hospital (May 16 and 17). He is able to return to work on May 19 as expected. However, on Thursday May 22 he calls in sick as a result of neck pain. This absence lasts 14 work days, and he returns on Tuesday, June 11. Using James' hospitalization as the first two days of FMLA absence, which of the four methods will result in the end of the 12-month period soonest? 1. Fixed Year (Hire Date) 2. Rolling Forward 3. Rolling Backward 4. Calenda 4 An employee must have a biological relationship with or a legal responsibility for a child in order to take FMLA leave. True or False Don't know? 12/13/24, 10:18 AM 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 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 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 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 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. 12/13/24, 10:18 AM 2024/25|DMEC - CLMS| NEWEST COMPLETE QUESTIONS AND VERIFIED ANSWERS|GET IT 100% ACCURATE!!… 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 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. 12/13/24, 10:18 AM 2024/25|DMEC - CLMS| NEWEST COMPLETE QUESTIONS AND VERIFIED ANSWERS|GET IT 100% ACCURATE!!… 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 2. 1/3 (33%) - the holiday closure does not count against her FMLA entitlement. 12/13/24, 10:18 AM 2024/25|DMEC - CLMS| NEWEST COMPLETE QUESTIONS AND VERIFIED ANSWERS|GET IT 100% ACCURATE!!… 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 1. 3/5 (60%) 12/13/24, 10:18 AM 2024/25|DMEC - CLMS| NEWEST COMPLETE QUESTIONS AND VERIFIED ANSWERS|GET IT 100% ACCURATE!!… All employees who are entitled to leave may take a total of 480 hours of leave. True or False 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 4. Child 4. Sibling - Under military caregiver leave, employees may also take time for anybody who qualifies as "next of kin", defined as the nearest blood relative other than the covered service member's spouse, parent, son, or daughter in the following order of priority: blood relatives who have been granted legal custody of the covered service member by court decree or statutory provisions, brothers and sisters, grandparents, aunts and uncles, and first cousins unless the covered service member has specifically designated in writing another blood relative as his or her nearest blood relative for purposes of military caregiver leave under the FMLA. 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 the initial illness or injury. True or False False - the illness or injury can be a result of 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 five year period prior to the request for leave. Military exigency and military caregiver leaves are NOT additional leave entitlements above and beyond time for the FMLA. True or False True - Military exigency and military caregiver leave are simply two additional leave categories added in 2008 as qualified reasons to use the 12 weeks of leave originally available only for the serious health condition of the employee or a qualified family member. However, military caregiver leave may entitle the employee to up to an additional 14 weeks for a total of 26 weeks, if the full 26 weeks is taken for military caregiver reasons. The initial 12 weeks count against the employee's overall federal FMLA entitlement. 12/13/24, 10:18 AM 2024/25|DMEC - CLMS| NEWEST COMPLETE QUESTIONS AND VERIFIED ANSWERS|GET IT 100% ACCURATE!!… In order to be eligible for FMLA leave, which of the following is required? 1. An employee must have worked for at least 1,250 hours in the past 12 months. 2. An employee must have worked for a company for at least 12 months within the past 7 years. 3. The employee must work at a site that has 50 employees within a 75- mile radius. 4. All of the above. 4. All of the above 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 below best describes their circumstances? 1. The employee is eligible once they provide proof of prior employment. 2. The employee is not eligible because they do not have 12 months of service. 3. The employee is eligible to take FMLA leave. 4. The employee is not eligible because they do not have enough hours worked. 4. The employee is not eligible because they do not have enough hours worked. 12/13/24, 10:18 AM 2024/25|DMEC - CLMS| NEWEST COMPLETE QUESTIONS AND VERIFIED ANSWERS|GET IT 100% ACCURATE!!… Scenario: In January, Jeremy decided to adopt a baby from Argentina. He learned the requirements would include a 30-day visit to Argentina to process paperwork and to attend mandatory cultural learning sessions. Jeremy has not used FMLA time for any other reason as he knew he would need time to travel for the adoption. He plans to use the month of April to travel to Argentina for the adoption process. After the trip in April, Jeremy will return home for two months to await the completion of the adoption process. He will return to Argentina on July 1 to pick up hi new son Emmanuel. On March 25, Jeremy requests the following time off to be protected under the FMLA: -The month of April for his 30-day mandatory visit and learning sessions -The month of July to immediately take custody of Emmanuel and spend more time learning about Argentina -The month of April the following year, to finish bonding with Emmanuel, one y False 12/13/24, 10:18 AM 2024/25|DMEC - CLMS| NEWEST COMPLETE QUESTIONS AND VERIFIED ANSWERS|GET IT 100% ACCURATE!!… Scenario: In January, Jeremy decided to adopt a baby from Argentina. He learned the requirements would include a 30-day visit to Argentina to process paperwork and to attend mandatory cultural learning sessions. Jeremy has not used FMLA time for any other reason as he knew he would need time to travel for the adoption. He plans to use the month of April to travel to Argentina for the adoption process. After the trip in April, Jeremy will return home for two months to await the completion of the adoption process. He will return to Argentina on July 1 to pick up hi new son Emmanuel. On March 25, Jeremy requests the following time off to be protected under the FMLA: -The month of April for his 30-day mandatory visit and learning sessions -The month of July to immediately take custody of Emmanuel and spend more time learning about Argentina -The month of April the following year, to finish bonding with Emmanuel, one y 1. All three periods of time will be approved as long as Jeremy's employer is okay with intermittent bonding time