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DMEC CLMS Certification Exam (Latest 2024/ 2025 Update) Questions and Verified Answers| 100% Correct| Grade A CA$11.50   Add to cart
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DMEC CLMS Certification Exam (Latest 2024/ 2025 Update) Questions and Verified Answers| 100% Correct| Grade A
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DMEC CLMS Certification Exam (Latest 2024/ 2025 Update) Questions and Verified Answers| 100% Correct| Grade A

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  • June 21, 2024
  • 39
  • 2023/2024
  • Exam (elaborations)
  • Questions & answers

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  • cdmsc
  • dmec clms certification exam latest up
  • clms certification exam latest update
  • clms certification exam latest update

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DMEC CLMS Certification Exam (Latest
2024/ 2025 Update) Questions and
Verified Answers| 100% Correct| Grade A

The individual with the serious health condition must always be under a treatment plan -
ANSWER False- Permanent or long term conditions for which
treatment may not be effective can qualify, such as Alzheimer's or end of stage of a terminal
illness. However, the patient does not need to be under the supervision of a healthcare provider,
even if no treatment is administered.



Which of the following examples would NOT qualify as a serious health Condition? -
ANSWER Bi-annual colonoscopy pre day and procedure.



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- An employee need only be incapable of doing at least one essential function of his job.



Which of the following medical conditions would likely have a predictable absence schedule,
requiring the employee to provide advance notice of leave? - ANSWER
Pre-natal routine care- These appointments occur on a defined scheduled an 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.



which option accurately reflects qualified FMLA time off for bonding offered to an employee? -
ANSWER Birth of biological child, adoption of a child, or
placement of a foster child. The birth of a new biological child or the placement of an
adoptive/foster child are the only reasons an employee may take time under the bonding rules.
Although a stepchild and a child in the employee's custody as a ward of the state my qualify

,under caring for a family member with a serious health condition, they are not qualified under
bonding time.



Workweek Example 1: - ANSWER in a five day workweek, if
an employee is scheduled to work five days, each day is worth 1/5 or 20% of a week. If an
employee takes a three-day absence, they have taken 3/5 or 60% of the week.



Workweek Example 2: - ANSWER if an employee is
scheduled to work four days during a week due to holiday, then each day is worth 1/4 of a week.
If an employee takes all four days they have used one full week. Whereas, if an employee takes a
three-day absence, they have used 3/4 or 75% of the work week.



Shannon and Elizabeth are co-workers. They are both pregnant and due around thanksgiving.
Shannon works 5 days each week, for a scheduled 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 a 40-hour schedule, and Elizabeth is entitled to 12
workweeks based on 24- hour schedule.

All absences are calculated as fraction of the employee's individual schedule. For a traditionally
week, with no holidays, if Shannon takes one-eight-hour day, she has taken 1/5 of workweek
( also calculated as 20% of a week). If Elizabeth also takes one 8-hour day, she has used 1/3 of a
workweek (also calculated as 33% of a week) as she is only scheduled 3 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 Elizabeth taken? - ANSWER
One week- Elizabeth does not work on Tuesdays or Thursdays, so her absence was only Wed &
Fri for a week where she was just scheduled to work on Wed & Fri. Therefore, of her two
scheduled days, she took both of them which equals a full workweek.



Shannon and Elizabeth are co-workers. They are both pregnant and due around thanksgiving.
Shannon works 5 days each week, for a scheduled 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 a 40-hour schedule, and Elizabeth is entitled to 12
workweeks based on 24- hour schedule.

All absences are calculated as fraction of the employee's individual schedule. For a traditionally
week, with no holidays, if Shannon takes one-eight-hour day, she has taken 1/5 of workweek

,( also calculated as 20% of a week). If Elizabeth also takes one 8-hour day, she has used 1/3 of a
workweek (also calculated as 33% of a week) as she is only scheduled 3 days.

Shannon also 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%) Shannon was scheduled to work only 4 days that week as the office was close don
Monday (counted as a non-scheduled work day). Because she took Wed, Thurs and Friday off,
her absence accounted for three of the four days she was scheduled. (75% of the work week)



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)) with
absolutely no deviation and no adjustment for holidays.



Reasons for qualified military exisgency leave under the FMLA - ANSWER
Short notice deployment
Military events and related activities
childcare and related activates
care of military member's parent
Financial and legal arrangements
Counseling
Rest and recuperation
Post-deployment activities
Any event the employee an employer agree is qualified.



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.



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

, 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 member has been honorably discharged within the 5
year period to the request of leave.



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 basic FMLA
entitlement.



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 employees
with an 75 mile radius.



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.



Jeremy took April off to attend Argentina to finalize ppwk for adoption. Then will return home
for 2 months. Then on july 1st take off one month to get to know baby/Argentina. Then within 1
year request bonding leave.

Jeremy's absence in April is not covered b/c Jeremy did not have physical custody of the baby
during the visit? - ANSWER False. Employees may take
FMLA leave before the actual placement or adoption or foster care placement to proceed.



choose the correct one - ANSWER All three periods of time
will be approved as long s Jeremy's employer is okay with intermittent bonding.

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