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CLMS CERTIFICATION EXAM TEST QUESTIONS EXAM NEW VERSION LATEST UPDATE WITH ACCURATE ANSWERS GUARANTEED PASS BEST STUDYING MATERIAL WITH 150 QUESTIONS$27.99
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CLMS TEST QUESTIONS EXAM NEW
VERSION LATEST UPDATE 2024-2025 WITH
ACCURATE ANSWERS GUARANTEED PASS
BEST STUDYING MATERIAL WITH 150
QUESTIONS
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
Post-deployment activities
Any event the employee an employer agree is qualified.
,Qualified family members may take up to a total of 26 workweeks to care for family members
who are members of the armed forces due to serious illness or injury
- ANSWER illness or injury must have been incurred in the line of duty, active duty.
The 26 workweeks are combined with the original 12 workweeks (NOT additional 26 weeks)
illness or injury was prior condition aggravated by service in the line of duty.
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 military leave?
- ANSWER Sibling
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 initial illness or
injury.
- ANSWER False- The illness or injury can be a result of a 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 5 year period to the request of
leave.
Military exigency and military caregiver leaves NOT additional leave entitlements above and
beyond time for the FMLA.
- ANSWER True- Military exigency and military caregiver leave are simply two additional leave
categories under the FMLA. All leave taken under both of these leave types will be deducted
from the standard 12 workweeks of time available. However, military caregiver leave provides
up to another 14 weeks for a total of up to 26 weeks. Up to the first 12 weeks are taken from
the basic FMLA entitlement.
In order to be eligible for FMLA leave which of the following is required?
- ANSWER All of the above- Employee must work 1250 hours in the last 12 months, must have
worked for company or at least 12 months within the past 7 years. Must work at a site that has
50 employees with an 75 mile radius.
,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 best describes
their circumstance.
- ANSWER Employee is not eligible because they do not have enough hours worked.
Jeremy took April off to attend Argentina to finalize ppwk for adoption. Then will return home
for 2 months. Then on july 1st take off one month to get to know baby/Argentina. Then within 1
year request bonding leave.
Jeremy's absence in April is not covered b/c Jeremy did not have physical custody of the baby
during the visit?
- ANSWER False. Employees may take FMLA leave before the actual placement or adoption or
foster care placement to proceed.
choose the correct one
- ANSWER All three periods of time will be approved as long s Jeremy's employer is okay with
intermittent bonding.
Even though Jeremy did not provide 30 days of advance notice for the initial visit and cultural
learning sessions, his employer may not delay his initial 30 day visit in april b/c it is a required
part of the adoption process.
- ANSWER False- an employee must provide the employer at least 30 days of advance notice
before FMLA leave is to being i the need for the leave is foreseeable based on the expected
birth of a child, adoption or foster care placement, or any planned medical treatment for a
serious health condition. when the need for FMLA leave is foreseeable at least 30 days in
advance an employee fails to give timely notice with no reasonable excuse the employer may
delay FMLA coverage until 30 days after the date the employee provides notice.
An employee must have a biological relationship with or a legal responsibility for a child in order
to take FMLA leave.
, - ANSWER False- There does not need to be a biological or legal connection with a child in order
to take FMLA leave. The employee need to only have day-to-day responsibility for the child,
otherwise known as "loco parentis"
Which of the following family members living in the same house with a minor child could claim
an "in loco parentis" relationship if the child had a serious health condition.
- ANSWER All of the above: Grandmother, uncle, stepfather. All of the individuals listed could
claim an 'in loco parentis" relationship. An individual who has day-to-day responsibility for the
care of a child may be entitled to leave regardless if there is a biological or legal relationship.
The stepson, stepdaughter, or stepparent of a covered service member can take military
caregiver leave.
- ANSWER True- Under the FMLA for military caregiver leave, a "son or daughter of a covered
service member" means a covered service member's biological, adopted, or foster child;
stepchild; legal ward; or a child for whom the employee stood "in loco parentis" and who is of
any age. A "parent of a covered service member" means a covered service member's biological,
adoptive, step or foster father or mother, or any other individual who stood" in loco parentis" to
the covered service member. This term does not include parents "in law".
An employee may take FMLA leave to care for a covered service member and also for another
FMLA qualifying reason during a single 12-month period.
- ANSWER True- Regulations provide that an eligible employee is entitled to a combined total of
26 workweeks of military caregiver leave and leave for any other FMLA-qualifying reason in a
single 12-month period. At no time, may any other leave besides military caregiver leave be
great than the original 12 workweeks.
Example: in a single 12-month period, an employee taking a 26-week absence could take 12
weeks to care for a new born child and 14 weeks of military caregiver leave. However, the
reverse is not true. An employee cannot take 16 weeks of leave to care for a new born child and
10 weeks of military caregiver leave.
Which of the following statements is NOT true regarding leave for a seriously injured a service
member?
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