DMEC - CLMS 2025 Comprehensive Questions And
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Terms in this set (71)
Which of the following 3. Bi-annual colonoscopy prep day and procedure
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
The individual with the serious False - Permanent or long-term conditions for which
health condition must always treatment may not be effective can qualify, such as
be under a treatment plan. Alzheimer's or the end stage of a terminal illness. However,
the patient does need to be under the supervision of a
True or False healthcare provider, even if no treatment is administered.
,The FMLA defines a serious True - An employee only be incapable of doing at least one
health condition as one in essential function of the job.
which an employee is unable
to perform ONE of the
essential functions of the
employee's position.
True or False
Which of the following 3. Prenatal routine care - Migraine headaches, back pain, and
medical conditions would allergies are generally sporadic and unpredictable. However,
likely have a predictable prenatal routine appointments occur on a defined schedule
absence schedule, requiring and allow for an employee to provide advance notice of the
the employee to provide need for the absence. This ensures the least disruption to the
advance notice of leave. company's operations. An employer may require advance
notice only for circumstances in which the absence is
1. Migraine headaches reasonable and predictable.
2. Back pain
3. Prenatal routine care
4. Allergies
Which option accurately 1. Birth of a biological child, adoption of a child, or
reflects qualified FMLA time placement of a foster child - Although a stepchild and child
off for bonding offered to an in the employee's custody as a ward of the state may qualify
employee? under caring for a family member with a serious health
condition, they are not qualified for bonding time.
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
,Scenario: Shannon and 2. 1/3 (33%) - the holiday closure does not count against her
Elizabeth are coworkers and FMLA entitlement.
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
, Scenario: Shannon and 1. 3/5 (60%)
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
Verified Answers/ Complete Solutions With Rationales
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Save
Terms in this set (71)
Which of the following 3. Bi-annual colonoscopy prep day and procedure
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
The individual with the serious False - Permanent or long-term conditions for which
health condition must always treatment may not be effective can qualify, such as
be under a treatment plan. Alzheimer's or the end stage of a terminal illness. However,
the patient does need to be under the supervision of a
True or False healthcare provider, even if no treatment is administered.
,The FMLA defines a serious True - An employee only be incapable of doing at least one
health condition as one in essential function of the job.
which an employee is unable
to perform ONE of the
essential functions of the
employee's position.
True or False
Which of the following 3. Prenatal routine care - Migraine headaches, back pain, and
medical conditions would allergies are generally sporadic and unpredictable. However,
likely have a predictable prenatal routine appointments occur on a defined schedule
absence schedule, requiring and allow for an employee to provide advance notice of the
the employee to provide need for the absence. This ensures the least disruption to the
advance notice of leave. company's operations. An employer may require advance
notice only for circumstances in which the absence is
1. Migraine headaches reasonable and predictable.
2. Back pain
3. Prenatal routine care
4. Allergies
Which option accurately 1. Birth of a biological child, adoption of a child, or
reflects qualified FMLA time placement of a foster child - Although a stepchild and child
off for bonding offered to an in the employee's custody as a ward of the state may qualify
employee? under caring for a family member with a serious health
condition, they are not qualified for bonding time.
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
,Scenario: Shannon and 2. 1/3 (33%) - the holiday closure does not count against her
Elizabeth are coworkers and FMLA entitlement.
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
, Scenario: Shannon and 1. 3/5 (60%)
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
