dmec clms final exam 2024 actual exam 100 question
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DMEC CLMS FINAL EXAM 2024 ACTUAL EXAM 100
QUESTIONS WITH DETAILED VERIFIED ANSWERS (100%
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.
Military exigency and military caregiver leaves are NOT additional leave entitlements
above and beyond time for the FMLA.
True or False - ANSWER: 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.
In order to be eligible for FMLA leave, which of the following is required?
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