CLMS CERTIFICATION EXAM PREP
(LATEST 2024/2025 UPDATE)
QUESTIONS AND VERIFIED
ANSWERS| 100% CORRECT| GRADE
A
Q: 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)) withabsolutely no deviation and no adjustment
for holidays.
Q: Reasons for qualified military exisgency leave under the
FMLA
,Answer:
Short notice deployment
Military events and related activitieschildcare and related
activates
care of military member's parentFinancial and legal
arrangementsCounseling Rest and recuperation Post-
deployment activities
Any event the employee an employer agree is qualified.
Q: 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.
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 military
leave?
,Answer:
Sibling
Q: 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
memberhas been honorably discharged within the 5 year
period to the request of leave.
Q: 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 basicFMLA entitlement.
Q: 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 employeeswith an 75 mile radius.
Q: 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.
(LATEST 2024/2025 UPDATE)
QUESTIONS AND VERIFIED
ANSWERS| 100% CORRECT| GRADE
A
Q: 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)) withabsolutely no deviation and no adjustment
for holidays.
Q: Reasons for qualified military exisgency leave under the
FMLA
,Answer:
Short notice deployment
Military events and related activitieschildcare and related
activates
care of military member's parentFinancial and legal
arrangementsCounseling Rest and recuperation Post-
deployment activities
Any event the employee an employer agree is qualified.
Q: 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.
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 military
leave?
,Answer:
Sibling
Q: 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
memberhas been honorably discharged within the 5 year
period to the request of leave.
Q: 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 basicFMLA entitlement.
Q: 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 employeeswith an 75 mile radius.
Q: 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.
