CLMS CERTIFICATION EXAM
LATEST UPDATED 2024
QUESTIONS WITH DETAILED
VERIFIED AND 100% CORRECT
ANSWERS BRAND NEW GRADE A+
ASSURED
If an employee in the District of Columbia takes 14 weeks
off to care for her sister, how much federal and state leave
time will she have remaining for the 24-month period?
a. 2 weeks of state leave left to care for family and 16
weeks of state leave to care for herself. She will also have
12 weeks of federal leave each year.
b. Because a sister is not a qualified relationship under
federal or state laws, she will still have 16 weeks of state
leave for a family member and 16 weeks for her own
health. She will also have 12 weeks of federal leave each
year.
c. She will have 2 weeks of state leave left to care for a
family member and 16 weeks for her own health. She will
have exhausted her federal leave in year one, but will still
have 12 weeks of federal leave in year two. -
....ANSWER...a. 2 weeks of state leave left to care for
family and 16 weeks of state leave to care for herself. She
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,will also have 12 weeks of federal leave each year.
2
, An employee lives in Massachusetts and adopts a baby
Jan. 11. He applies for 8 weeks of baby bonding under MA
PFML, starting on the adoption date. In June of that same
year, his mother-in-law suffers from a stroke and requires
constant care. The employee applies for 8 weeks of leave
to care for her, beginning on June 21. Under MA PFML,
how much leave could the employee potentially qualify
for?
a. 8 weeks of baby bonding; his mother-in-law is not an
eligible family member
b. 8 weeks of baby bonding, plus 8 weeks of time to care
for his mother-in-law; because they're for different
reasons, he is eligible for the full requested time for both.
c. 8 weeks of baby bonding, plus the first 4 weeks of
requested time to care for his mother-in-law; his 12 week
eligibility will run out after that. - ....ANSWER...c. 8
weeks of baby bonding, plus the first 4 weeks of requested
time to care for his mother-in-law; his 12 week eligibility
will run out after that.
(T/F?) It is the employers responsibility to confirm an
employee is eligible for FMLA leave, each time an
absence occurs for the same reason. - ....ANSWER...False
(T/F?) You receive a certification for "Absence, Plus
Treatment" of severe respiratory issues, possible
bronchitis. The physician indicates she consulted with the
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