CLMS Certification LATEST 2024 EXPERT
CERTIFIED QUESTION AND ANSWERS WITH
RATIONALE (VERIFIED ANSWERS)/ALREADY
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Jennifer has back pain that is exacerbated by extended periods of sitting and
using a handset phone on long calls. Her employer is aware that an
accommodation should be assessed. Jennifer has requested two options as
accommodations to her medical condition. She wold like to either have a private
office so she could use a speaker phone when making lengthy calls, or she would
like to work from home on days with long calls as she has an ergonomically
correct chair and headset at her home office. Which of the following is the best
next step for Jennifer's employer to take?
A. The employer could first do an ergonomic assessment of her existing
equipment.
B. The employer should deny Jennifer's accommodation request as they have
never been granted to a person in her position in the past.
C. Jennifer could be allowed to work from home on days with long calls until an
alternative is found.
D. None of the above are correct as - ANSWERSC
Jennifer's employer has had a chance to walk through an interactive process with
Jennifer to identify a list of possible accommodations for her back pain. These
include: purchasing a new chair and headset, installing a sit/stand station,
,changing Jennifer's work arrangement to work from home on the days that she
has lengthy calls. Identify the best next step for Jennifer's employer to take from
the options below:
A. Always start with the cheapest option
B. It is up to the employee to choose unless the cost is prohibitive
C. Engage in a discussion with the employee to review the options and put a
written agreement in place to document the action chosen and to revisit if there
are additional concerns - ANSWERSC
True or False: An employee's medical information that is kept in their personnel
file and in a locked file cabinet is duly considered protected under the ADA. -
ANSWERSFalse
Protected genetic information under GINA includes which of the following?
A. The employee's medical history only
B. The medical history of the employee and any family members, including
genetic testing that reveals an increased risk of an individual's likelihood of
developing an illness
C. The medical history of the employee and any family members, including any
genetic testing regardless of the results of the test - ANSWERSC
James was hire on Sept. 1. When he injures himself in Peru, the two days he
spends in a local hospital on May 16 and 17 count towards his FMLA leave. He is
able to return to work on May 19. However, on May 22, he calls in sick as a result
of neck pain, and the absence lasts 14 work days. He returns on June 11. Using
the "fixed year (hire date)" counting method, how many weeks or days does
James have available, beginning Nov. 5 when he injures himself and needs three
months off?
A. 8 weeks and 3 days
, B. 52 days
C. 12 weeks - ANSWERSC
True or False: Because jury duty is required, not optional, all employers must
provide pay. - ANSWERSFalse
Which of the following is NOT true about paid parental leave?
A. Paid programs can be employee-funded and/or employer-funded
B. It may be used for sick child or well-care visits
C. It may be used for care of an elderly parent
D. All of the above - ANSWERSC
Benjamin submits a request for a two-week absence. Benjamin's employer
provides him with the necessary FMLA paperwork and gives him 15 days to
complete and return it. The employer also tells Benjamin to contact the vendor
that handles their short-term disability benefit. After 9 days, the disability is
approved as the vendor reached out to the physician directly. A report of
approval is provided to the employer. However, this employer does not receive
the FMLA certification form back from Benjamin. His FMLA leave request is
denied for failure to provide the requested certification. Since he had been on a
performance management plan for absenteeism, Benjamin is also terminated.
True or False: Benjamin's employer was within their rights to terminate his
employment because under the FMLA, an employer has the right to require
employees to follow absence procedures. - ANSWERSFalse
True or False: Because Patrick's three-week absence for surgery was approved
and paid for under the workers' compensation program, he does not need
coverage under the FMLA. The time will only be covered by workers'
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