CLMS Certification Practice Questions EXAM 2024 AND PRACTICE QUESTIONS |ACCURATE ANSWERS, Exams of Financial Management

Download CLMS Certification Practice Questions EXAM 2024 AND PRACTICE QUESTIONS |ACCURATE ANSWERS and more Exams Financial Management in PDF only on Docsity! CLMS Certification Practice Questions EXAM 2024 AND PRACTICE QUESTIONS |ACCURATE ANSWERS| VERIFIED FOR GUARANTEED PASS |GRADED A |NEW VERSION WITH 100 QUESTIONS 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 employee over the phone, provided prescriptions, and authorized the claimant to miss four days of work until the antibiotics have taken effect. This information is sufficient to define a serious health condition. - ANSWER False Which of the following is a qualified "healthcare provider"? a. Nurse Practitioner b. Midwife c. Dentist d. All of the above - ANSWER d. All of the above Which one of the following meets the definition of a serious health condition without any additional medical information? a. Employee is on a regimen of prescription medicine b. The period of incapacity is longer than 3 days c. Treatment is provided at least two times per year by healthcare provider d. Overnight stay in a hospital - ANSWER Which of the following does NOT need to be included in a written policy? a. Contents of the FMLA poster b. The 12-month counting method used c. Substitution policies regarding paid leave d. A list of FMLA-approved reasons for leave broken out by approval rate e. Benefit rights during leave - ANSWER d. A list of FMLA-approved reasons for leave broken out by approval rate (T/F?) For employees whose primary language is not English, an employer must post an FMLA poster in a language in which the employees are literate. - ANSWER False (T/F?) If an employee is on approved vacation time and is injured while on vacation and is hospitalized for 2 days of the vacation, these two days do NOT count towards FMLA. - ANSWER False (T/F?) Because jury duty is required, not optional, all employers must provide pay. - ANSWER False Which of the following is NOT true about paid parental leave? a. paid programs can be employee-funded and/or employer funded b. It may be used for sick-child or well-care visits c. It may be used for care of an elderly parent d. all of the above - ANSWER c. It may be used for care of an elderly parent Workers' Compensation covers which of the following benefits? a. income replacement b. death benefits to dependents c. medical coverage in addition to income replacement d. all of the above – ANSWER d. all of the above (T/F?) If an employee is approved and paid for 3 weeks off of work under Workers compensation, he does not need coverage under the FMLA. The time will only be covered under worker's compensation. - ANSWER False (T/F?) An employee's STD is approved and a copy of the approval is sent to the employer, but the FMLA paperwork is never received. The employer denies the FMLA leave and terminates the employee. The employer was within their rights to terminate his employment because under the FMLA, an employer has the right to require employees to follow absence policy procedures. - ANSWER False What information is protected by HIPAA? a. an individual's past, present, or future physical or mental health condition b. The provision of healthcare to an individual c. The payment for the provision of healthcare d. all of the above - ANSWER d. all of the above (T/F?) An employee's medical information that is kept in their personnel file and in a locked file cabinet is duly considered protected under the ADA - ANSWER False, must be kept separate from other employee files Protected genetic information under GINA includes which of the following? a. The employee's medical history only b. The medical history of the employee and any family members, including genetic testing that reveals an increased risk of an individual's likelihood of developing an illness c. The medical history of the employee and any family members, including any genetic testing regardless of the results of the test - ANSWER c. The medical history of the employee and any family members, including any genetic testing regardless of the results of the test (T/F?) An employer may use an employee's genetic information if the employee is exhibiting related health issues that may impact the safety of the employee or others around the employee. - ANSWER False Which of the following examples would NOT qualify as a serious health condition. a. Friday/Monday absence due to allergies, with a non-working weekend in between b. Morning sickness as a result of normal pregnancy without complications c. Bi-annual colonoscopy prep day and procedure d. Bringing a parent to a one-hour physical therapy appointment - ANSWER c. Bi-annual colonoscopy prep day and procedure (T/F?) The individual with the serious health condition must always be under a treatment plan . - ANSWER False (T/F?) 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 Which of the following medical conditions would likely have a predictable absence schedule, requiring the employee to provide advance notice of leave? a. Migraine Headaches b. Back Pain c. Prenatal routine care d. Allergies - ANSWER c. Prenatal routine care Which option accurately reflects qualified FMLA time off for bonding offered to an employee? a. Birth of a biological child, adoption of a child, or placement of a foster child b. Birth of a biological child, adoption of a child, placement of a foster child, and/or addition of stepchild c. Birth of biological child, adoption of a child, or placement of a foster child and/or a child who is a ward of the state 3. Month of April the following year to bond with child, one year after starting the adoption process What periods of time would be covered under FMLA? a. All three periods of time would be approved as long as the employer is okay with intermittent bonding time b. The July absence would be partially approved and partially denied because nothing indicates he need a full month to pick up the baby, but the remaining absence requests would be approved c. The initial 30 day visit and the month of July would be approved, but the last 30 day request would be denied because it is more than 1 year from the start of the FMLA adoption process d. The initial 30 day period will be approve - ANSWER All three periods of time would be approved as long as the employer is okay with intermittent bonding time (T/F?) If an employee does not provide 30 days notice for the need to travel for the purpose of adoption, his employer may not delay his initial visit because it is a required part of the adoption process. - ANSWER False (T/F?) An employee must have a biological relationship or a legal responsibility for a child in order to take FMLA leave? - ANSWER False Which of the following family members living in the same house with a minor child could claim an "in loco parentis" relationship if the child had a serious health condition? a. Grandmother b. Uncle c. Stepfather d. All of the above - ANSWER d. All of the above (T/F?) The stepson, stepdaughter, or stepparent of a covered service member can take military caregiver leave. - ANSWER True (T/F?) An employee mat take FMLA leave to care for a covered service member and also for another FMLA qualifying reason during a single 12-month period. - ANSWER True Which of the following is NOT true regarding leave for a seriously injured service member? a. The 26-week leave is restricted to one time per injury per family member b. The illness or injury must occur as a result of active duty c. The illness or injury must occur out of the country d. The leave may be taken up to 5 years after discharge - ANSWER c. The illness or injury must occur out of the country (T/F?) An employee may take FMLA leave to take a grandchild to a therapy appointment if the child's parent is deployed on a military training in another state and the military member is a qualified relationship to the grandparent. - ANSWER False, must be foreign deployment If an employee recently took 10 weeks of FMLA for military caregiver leave. How much time does she have remaining under FMLA military caregiver? a. 16 weeks b. 2 weeks c. 14 weeks d. 10 weeks - ANSWER a. 16 weeks If an employee was on leave for 22 weeks within the past 12 months under FMLA as a military caregiver for her husband and then finds out her sister who is in the military was injured how many weeks does she have remaining to take to care for her sister? a. 4 weeks b. 12 weeks c. 26 weeks d. 10 weeks - ANSWER a. 4 weeks (T/F?) If an employer tracks FMLA leave using the "calendar year" counting method, they must also track the 26 weeks of military caregiver leave using a calendar year to ensure a consistent process and treatment of employees. - ANSWER False Under the FMLA, which of the following DOES NOT qualify as an exigency for military families? a. post-deployment activities (90 days after discharge) b. short-notice deployment c. childcare and school activities d. Counseling e. rest and recuperation f. pre-deployment vacation g. military events h. Financial and legal arrangements i. parental care - ANSWER f. pre-deployment vacation Under OFLA, If an employee recently took 8 weeks (2 weeks prenatal leave and 6 weeks postpartum) of leave and then finds out that her mother is ill and requests 4 weeks. Her mother passes away at the end of week 2, would she be approved for the 4 weeks since her mother passed away before the end of the leave? - ANSWER Yes An employee lives in Massachusetts and has a child born in February. He and his spouse then adopt twins in August. How much time is the employee entitled to under Massachusetts Parental Leave? a. 8 weeks in February and 8 weeks in August b. 8 weeks in February only c. 16 weeks total d. 8 weeks in February and 16 weeks in August - ANSWER d. 8 weeks in February and 16 weeks in August A. An individual's past, present or future physical or mental health condition B. The provision of healthcare to an individual C. The payment for the provision of healthcare D. All of the above - ANSWER D Which of the following examples would NOT qualify as a serious health condition: A. Fri/Mon absence due to allergies, with a non-working weekend in between B. Morning sickness as a result of a normal pregnancy without complications C. Bi-annual colonoscopy prep day and procedure D. Bringing a parent to a one-hour physical therapy appointment - ANSWER C True or False: The individual with the serious health condition must always be under a treatment plan. - ANSWER False True or False: 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 Which of the following medical conditions would likely have a predictable absence schedule, requiring the employee to provide advance notice of leave? A. Migraine headaches B. Back pain C. Pre-natal routine care D. Allergies - ANSWER C Which option accurately reflects qualified FMLA time off for bonding offered to an employee? A. Birth of a biological child, adoption of a child, or placement of a foster child B. Birth of a biological child, adoption of a child, or placement of a foster child, and/or addition of a stepchild C. 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 - ANSWER A True or False: All employees who are entitled to leave may take a total of 480 hours of leave. - ANSWER False 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 a military leave? A. Spouse B. Parent C. Sibling D. Child - ANSWER C True or False: 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 the initial illness or injury. - ANSWER False True or False: Military exigency and military caregiver leaves are NOT additional leave entitlements above and beyond time for the FMLA. - ANSWER True Shannon works 5 days each week, for a schedule 8 hour day. Shannon is entitled to 12 workweeks based on a 40-hour schedule. All absences are calculated as a fraction of the employee's individual schedule. For a traditional week, with no holidays, if Shannon takes one eight-hour day, she has taken 1/5 of a workweek (20% of a week). Shannon 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%) Elizabeth works Monday, Wednesday, and Friday only and on those days is scheduled for 8 hour days. Elizabeth is entitled to 12 workweeks based on a 24-hour schedule. All absences are calculated as a fraction of the employee's individual schedule. For a traditional week, with no holidays, if Elizabeth takes one eight-hour day, she has used 1/3 of a workweek (33% of a week) as she is only scheduled three 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 she taken? - ANSWER One week In order to be eligible for FMLA leave, which of the following is required - A. An employee must have worked for at least 1,250 hours in the past 12 months B. An employee must have worked for a company for at least 12 months within the past 7 years C. The employee must work at a site that has 50 employees within a 75-mile radius D. All of the above - ANSWER D 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 below best describes their circumstances? A. The employee is eligible once they provide proof of prior employment B. The employee is not eligible because they do not have 12 months of service C. The employee is eligible to take FMLA leave D. The employee is not eligible because they do not have enough hours worked - ANSWER D In January, Jeremy decided to adopt a baby from Argentina. He learned the requirements would include a 30-day visit to Argentina to process paperwork and to attend mandatory cultural learning sessions. Jeremy has not used FMLA time for any other reason as he knew he would need time to travel for the adoption. He plans to use the month of April to travel to Argentina for the adoption process. After the trip in April, Jeremy will return home for two months to await the completion of the adoption process. He will return to Argentina on July 1 to pick up his new son Emmanuel. On March 25, Jeremy requests the following time off to be protected under the FMLA: -the month of April for his 30-day mandatory visit and learning sessions -the month of July to immediately take custody of Emmanuel and spend more time learning about Argentina How much additional leave is Julia entitled to take between Oct. 5, 2015 and Dec 31, 2015? A. 16 weeks B. 2 weeks - ANSWER A On July 6, 2015, Julia took ten weeks of military caregiver leave to care for her husband, James, who was severely injured as a result of an explosion in the line of duty. He sustained head, neck and leg injuries. On Oct. 1, 2015, James is diagnosed with a brain injury, resulting from the same accident. Between July 6, 2015 and Dec. 31, 2015, Julia takes 22 workweeks of leave to care for her husband under military caregiver leave. On Oct. 5, 2015, her sister is injured while on active duty, how much leave is she entitled to take to care for her sister within the same 12 months, ending July 5, 2016? A. 26 workweeks because Julia seeks leave for a different person B. 4 workweeks - ANSWER B True or False: If an employer tracks FMLA leave using the "calendar year" counting method, they must also track the 26 weeks of military caregiver leave using a calendar year to ensure a consistent process and treatment of employees. - ANSWER False Under the FMLA, which of the following DOES NOT qualify as an exigency for military families? A. Post-deployment activities B. Short-notice deployment C. Childcare and school activities D. Counseling E. Rest and recuperation F. Pre-deployment vacation G. Military events H. Financial and legal arrangements I. Parental Care - ANSWER F Molly lives in Oregon and has worked full time for her employer for a couple of years. Molly is pregnant and needs eight weeks of leave at the end of her complicated pregnancy. This includes two weeks of prenatal leave and six weeks of post-partum leave. Shortly after returning to work, her mother becomes terminally ill and Molly requests four weeks of leave to care for her mother. Unfortunately, her mother passes away at the end of the second week of leave. Will Molly be approved for all four weeks of her leave request, given that her mother passed away before the end of the leave? - ANSWER Yes Tony lives in Massachusetts and has a child born in February. He and his spouse then adopt twins in August. How much leave time is Tony entitled to under Massachusetts Parental Leave? A. 8 weeks in February and 8 weeks in August B. 8 weeks in February only C. 16 weeks total D. 8 weeks in February and 16 weeks in August - ANSWER D An employee in California has worked for her employer for 11 months, working 20 hours per week. She requires an eight-week absence due to pregnancy complications. What will be the outcome of her leave based on federal FMLA and California pregnancy disability leave (PDL) requirements? A. All 8 weeks will be denied under the federal FMLA and approved under California PDL B. The first 4 weeks will be denied under the federal FMLA and approved under California PDL, and the last 4 weeks will be approved under the federal FMLA and California PDL C. All 8 weeks will be denied under both the federal FMLA and California PDL - ANSWER A Annabeth lives in the District of Columbia. She works for an employer covered by both federal and state leave laws and has met all eligibility requirements under applicable laws. She has never taken leave under federal or state laws. She requests 14 weeks of leave to care for her sister. She also intends on taking leave in the future for the rotator cuff surgery she has put off and leave to care for her mom when she schedules her hip replacement. If Annabeth takes 14 weeks of leave to care for her sister, how much federal and state leave time will she have remaining for the 24-month period? A. She will have 2 weeks of state leave left to care for family and 16 weeks of state leave for her own health condition. 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 to care for a qualified family - ANSWER A Annabeth has 4 separate, continuous absences in a 24-month (104 week) period: -Weeks 1-14 are taken to care for her sister. She then returns to work for weeks 15-36 -Weeks 37-52 are taken off for her rotator cuff surgery that has complications. However, she returns to work starting at week 53 (which is the beginning of year 2) through week 74 -Her nephew is in an accident and she takes weeks 78 and 79 off -Because she had already scheduled weeks 85-96 for her mom's hip replacement, she takes the absence and is able to return to work with no further absences through the end of the 24- month (104 week) period. Are all of Annabeth's absences described on the previous slide covered under federal and/or District of Columbia state leave laws? A. No. The last 4 weeks of Annabeth's rotator cuff surgery were not covered because she had already exhausted her available leave to care for her own health condition B. Yes. All 4 abs - ANSWER B True or False: It is an employer's responsibility to confirm an employee is eligible for FMLA leave, each time an absence occurs for the same reason. - ANSWER False - once an employee has met the eligibility requirement for a specific reason and relationship, their eligibility for that reason may not be rechecked for one year. True or False: You receive a certification for Absence, Plus Treatment of severe respiratory issues, possible bronchitis. The physician indicates she consulted with the employee over the phone, provided prescriptions, and authorized the claimant to miss four days of work until the antibiotics have taken effect. This information is sufficient to define a serious health condition. - ANSWER False Mark is a computer programmer and was recently diagnosed with clinical depression. After his diagnosis and successful plan of treatment, he is ready to return to work. Which of the following would NOT be a reasonable accommodation for Mark? A. Flexible telecommuting B. Increased break times to get outdoors for access to natural lighting C. Provide a job coach or mentor D. Have first choice among low-stress or deadline independent assignments E. Intermittent leave - ANSWER D Mark is a computer programmer and was recently diagnosed with clinical depression. After his diagnosis and successful plan of treatment, he is ready to return to work. After a two- week leave and treatment for depression, Mark asks to return to work on a part-time basis. His employer tells him that the can't return to work until he doesn't require either restrictions or accommodations because they need everyone at full capacity to meet an important deadline. Based on these cursory facts, is Mark likely to succeed if he files a discrimination charge with the EEOC? - ANSWER Yes Mark has returned to work for 11 weeks. He works full time, but in an effort to allow him to manage his depression, he was granted an accommodation for 12 weeks to telecommute two of the five days each week. On the days he telecommutes, he is unavailable for in-person meetings or to stay late for long sessions. There is one week left of his accommodation; however, his team has expressed to Marian that in order to meet their deadlines, all members of the team need to be in the office and available for overtime. Morale is slipping within the team, and there are complaints that their bonus will be lost because of Mark' schedule. Which of the following options should Marian choose when handling this issue for the team as a whole? A. Explain to Mark the team's low morale and the fact that they really need him to step up at least for the next few days, then he can return to his modified schedule B.Explain to the team that - ANSWER D True or False: When Mark returns to work, he has exhausted his FMLA leave but his doctor recommends that he work part-time for one month. His employer can reduce his healthcare based on his part-time status. - ANSWER True True or False: Mark isn't the first programmer at his company to seek treatment for depression. There have been two other employees to do so. In both cases, they returned to work for a while but were eventually terminated because they continued to require more and more leave. Based on this history, HR doesn't want to allow Mark to return to work, indicating that his leave is likely to turn into an indefinite leave because depression is a chronic and incurable illness. The employer is right in believing that Mark will not be able to function at full capacity and is likely to go out again based on past experience with other employees. - ANSWER False Charisse applies for a job as an accountant for a factory in Minnesota that produces pet products. She has an impressive resume and meets all of the qualifications to carry out the essential functions of the job. She is chosen as one of the top applicants to come for an interview. Upon arrival, they see she is in a wheelchair. For Charisse to enjoy equal benefits and privileges of employment, the company will need to make an accommodation for her to ensure safe passage into the building during winter months or to allow her to work from home when there is inclement weather. The cost of building a ramp would be nominal compared to the overall expense of general building maintenance, and there are other administrative positions that work from home on a regular basis. True or False: Because Charisse's limitation is obvious and is not something she is able to keep private, the employer may inquire if being in a wheelchair - ANSWER False Charisse applies for a job as an accountant for a factory in Minnesota that produces pet products. She has an impressive resume and meets all of the qualifications to carry out the essential functions of the job. She is chosen as one of the top applicants to come for an interview. Upon arrival, they see she is in a wheelchair. For Charisse to enjoy equal benefits and privileges of employment, the company will need to make an accommodation for her to ensure safe passage into the building during winter months or to allow her to work from home when there is inclement weather. The cost of building a ramp would be nominal compared to the overall expense of general building maintenance, and there are other administrative positions that work from home on a regular basis. Yes or No: Although Charisse is the most qualified candidate for the position, the employer has decided not to offer the position to her because they do no - ANSWER No Michael is a Senior Sales Associate for an insurance company. One of the essential functions of his job is to speak with clients on the phone and in person at on-site presentations. Michael is in a car accident where he sustained a head injury. A long-term (and perhaps permanent) result of the accident is that he has developed a significant speech impairment, and he can become forgetful and lose his concentration. Which of the following actions must his employer take? A. They must no longer require Michael to attend presentations. B. They are not required to keep Michael in this position because he is unable to perform one of the essential functions of his job, and there is not an accommodation which will enable him to preset to clients with the same quality as before. C. They must provide Michael with an assistant to attend on-site presentations and do the majority of the presenting, as an assistant would be a reaso - ANSWER B Jennifer has been experiencing back pain, which seems to be exacerbated by long periods of time sitting down. She has had a number of absences to see her chiropractor, and her employer is aware of her medically-related absences. Yes or No: Jennifer says to her supervisor, "I wish whoever buys our office furniture would get the kind of chair I just got for my new home office." Because the supervisor knows that Jennifer has had back pain, is Jennifer's statement enough for the supervisor to be expected to recognize that Jennifer's fondness for her new chair at home is related to her back pain and be expected to see Jennifer's statement as a request for an accommodation and a trigger to start the interactive process? - ANSWER No Jennifer has been experiencing back pain, which seems to be exacerbated by long periods of time sitting down. She has had a number of absences to see her chiropractor, and her employer is aware of her medically-related absences. Yes or No: The scenario confirmed that Jennifer's supervisor is aware of her back pain and that her FMLA absences have been to visit her chiropractor for the back pain. Jennifer states, "I just got this great new cordless headset for my home office. I feel like it makes me so much more productive, and my back doesn't even hurt after I have been on calls all day." Does this serve as an accommodation request? - ANSWER Yes Jennifer has back pain that is exacerbated by extended periods of sitting and using a handset phone on long calls. Her employer is aware that an accommodation should be assessed. Jennifer has requested two options as accommodations to her medical condition. She wold like to either have a private office so she could use a speaker phone when making lengthy calls, or she would like to work from home on days with long calls as she has an ergonomically correct chair and headset at her home office. Which of the following is the best next step for Jennifer's employer to take?