DMEC CLMS Certification Exam (Latest
2025/ 2026 Update) Questions and Verified
Answers| 100% Correct| Grade 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 - ANSWER3. Bi-
annual colonoscopy prep day and procedure
The individual with the serious health condition must always be under a treatment plan.
True or False - ANSWERFalse - 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 - ANSWERTrue - 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 - ANSWER3. 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 - ANSWER1. 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 - ANSWER2. 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%)
2025/ 2026 Update) Questions and Verified
Answers| 100% Correct| Grade 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 - ANSWER3. Bi-
annual colonoscopy prep day and procedure
The individual with the serious health condition must always be under a treatment plan.
True or False - ANSWERFalse - 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 - ANSWERTrue - 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 - ANSWER3. 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 - ANSWER1. 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 - ANSWER2. 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%)
