DMEC-CLMS Final Exam Preparation
Material Complete Questions And Correct
Answers |Already Graded A+
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
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, 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 - ANSWER>>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.
Material Complete Questions And Correct
Answers |Already Graded A+
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
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, 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 - ANSWER>>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.
