Although EE is the most qualified. The ER has decided not to offer the position to her
b/c they do not want to incur the expense of building and maintaining an accessible
ramp. IN addition they have never allowed an accountant to work from home, and
they feel that they should not be require t...
The individual with the serious health condition must always be under a treatment
plan
✓✓~ 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?
✓✓~ 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.
✓✓~ 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?
✓✓~ 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?
✓✓~ 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:
✓✓~ 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:
✓✓~ 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?
✓✓~ 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?
✓✓~ 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.
✓✓~ 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
✓✓~ 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.
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