DMEC - CLMS
DMEC-CLMS Exam Questions with
Correct Answers 2025
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.
,DMEC - CLMS
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
,DMEC - CLMS
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
, DMEC - CLMS
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
4. Child - Answer-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,
DMEC-CLMS Exam Questions with
Correct Answers 2025
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.
,DMEC - CLMS
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
,DMEC - CLMS
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
, DMEC - CLMS
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
4. Child - Answer-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,
