CLMS Certification Exam (Latest 2024-2025
Update) Questions and Verified Answers
100% Correct Grade A
Q: Which of the following examples would NOT qualify as a serious health condition:
A. Fri/Mon absence due to allergies, with a non-working weekend in between
B. Morning sickness as a result of a normal pregnancy without complications
C. Bi-annual colonoscopy prep day and procedure
D. Bringing a parent to a one-hour physical therapy appointment
Answer:
C
Q: True or False: The individual with the serious health condition must always be
under a treatment plan.
Answer:
False
Q: True or False: 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.
Answer:
True
Q: Which of the following medical conditions would likely have a predictable absence
schedule, requiring the employee to provide advance notice of leave?
A. Migraine headaches
,B. Back pain
C. Pre-natal routine care
D. Allergies
Answer:
C
Q: Which option accurately reflects qualified FMLA time off for bonding offered to an
employee?
A. Birth of a biological child, adoption of a child, or placement of a foster child
B. Birth of a biological child, adoption of a child, or placement of a foster child, and/or
addition of a stepchild
C. 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:
A
Q: True or False: All employees who are entitled to leave may take a total of 480 hours
of leave.
Answer:
False
Q: 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?
A. Spouse
B. Parent
C. Sibling
D. Child
Answer:
C
CLMS
, Q: True or False: 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.
Answer:
False
Q: True or False: Military exigency and military caregiver leaves are NOT additional leave
entitlements above and beyond time for the FMLA.
Answer:
True
Q: Shannon works 5 days each week, for a schedule 8 hour day. Shannon is entitled
to
12 workweeks based on a 40-hour schedule. All absences are calculated as a fraction
of the employee's individual schedule. For a traditional week, with no holidays, if
Shannon takes one eight-hour day, she has taken 1/5 of a workweek (20% of a week).
Shannon 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%)
Q: Elizabeth works Monday, Wednesday, and Friday only and on those days is
scheduled for 8 hour days. Elizabeth is entitled to 12 workweeks based on a 24-hour
schedule. All absences are calculated as a fraction of the employee's individual
schedule. For a traditional week, with no holidays, if Elizabeth takes one eight-hour day,
she has used 1/3 of a workweek (33% of a week) as she is only scheduled three days.
Elizabeth 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:
One week
CLMS
Update) Questions and Verified Answers
100% Correct Grade A
Q: Which of the following examples would NOT qualify as a serious health condition:
A. Fri/Mon absence due to allergies, with a non-working weekend in between
B. Morning sickness as a result of a normal pregnancy without complications
C. Bi-annual colonoscopy prep day and procedure
D. Bringing a parent to a one-hour physical therapy appointment
Answer:
C
Q: True or False: The individual with the serious health condition must always be
under a treatment plan.
Answer:
False
Q: True or False: 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.
Answer:
True
Q: Which of the following medical conditions would likely have a predictable absence
schedule, requiring the employee to provide advance notice of leave?
A. Migraine headaches
,B. Back pain
C. Pre-natal routine care
D. Allergies
Answer:
C
Q: Which option accurately reflects qualified FMLA time off for bonding offered to an
employee?
A. Birth of a biological child, adoption of a child, or placement of a foster child
B. Birth of a biological child, adoption of a child, or placement of a foster child, and/or
addition of a stepchild
C. 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:
A
Q: True or False: All employees who are entitled to leave may take a total of 480 hours
of leave.
Answer:
False
Q: 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?
A. Spouse
B. Parent
C. Sibling
D. Child
Answer:
C
CLMS
, Q: True or False: 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.
Answer:
False
Q: True or False: Military exigency and military caregiver leaves are NOT additional leave
entitlements above and beyond time for the FMLA.
Answer:
True
Q: Shannon works 5 days each week, for a schedule 8 hour day. Shannon is entitled
to
12 workweeks based on a 40-hour schedule. All absences are calculated as a fraction
of the employee's individual schedule. For a traditional week, with no holidays, if
Shannon takes one eight-hour day, she has taken 1/5 of a workweek (20% of a week).
Shannon 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%)
Q: Elizabeth works Monday, Wednesday, and Friday only and on those days is
scheduled for 8 hour days. Elizabeth is entitled to 12 workweeks based on a 24-hour
schedule. All absences are calculated as a fraction of the employee's individual
schedule. For a traditional week, with no holidays, if Elizabeth takes one eight-hour day,
she has used 1/3 of a workweek (33% of a week) as she is only scheduled three days.
Elizabeth 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:
One week
CLMS
