| Please choose the best answer. The correct answers | | | | D) Yes, paid leave and unpaid leave, excluding FMLA |
| are listed at the bottom of this quiz. | | | | leave time are included when computing the 1,250 hour |
| Quiz Questions: | | | | minimum. |
| 1) True or False: An employee can take FMLA leave | | | | 6) How many employees must a company have for |
| for a common cold or flu. | | | | the FMLA to apply to them? |
| A) False, under the new definitions it is unlikely that the | | | | A) 20 or more employees. |
| conditions of a cold, flu, etc. apply as a serious medical | | | | B) 50 or more employees. |
| condition. | | | | C) 75 or more employees. |
| B) True, common colds and the flu are considered a | | | | D) 100 or more employees. |
| serious health condition under the FMLA. | | | | 7) Does it make a difference if the employee is full |
| 2) How many hours and/or months must an employee | | | | time or part time? |
| work to be eligible for FMLA leave? | | | | A) No, all persons on your payroll disregarding their |
| A) Employees must have worked at least 625 hours | | | | FLSA status are covered under the FMLA and all of |
| over the course of the last 6 months to be eligible for | | | | its provisions. |
| FMLA leave. | | | | B) Yes, employees must be full time to be covered |
| B) Employees must have worked at least 1,250 hours | | | | under the FMLA and all of its provisions. |
| over the course of the last 12 months to be eligible for | | | | 8) True or False: When requesting FMLA for a serious |
| FMLA leave. | | | | health condition for him/herself, it is required that an |
| C) Employees must have been employed for at least | | | | employee sees a health care provider. |
| 6 months in the last 7 years by their employer to be | | | | A) False, it is not necessary for the employee to visit a |
| eligible for FMLA leave. | | | | doctor to complete the medical certification and |
| 3) How much leave is an eligible employee entitled to | | | | request leave for a serious health condition. |
| under FMLA? | | | | B) True, for most cases, the employee must see a |
| A) The employee is entitled to 12 weeks of leave | | | | HCP, Physician Assistant (PA) or other recognized |
| during a 12-month period. The maximum combined | | | | provider during the first 7 days of the potentially |
| leave time is 26 weeks if care is for a wounded | | | | qualifying event and again within 30 days (2 visits - |
| military veteran. | | | | may be HCP required or waived) or during the first 7 |
| B) The employee is entitled to 16 weeks of leave | | | | days of the occurrence and be under the HCP's care |
| during a 12-month period regardless of who the care is | | | | requiring at least 2 visits per year. |
| for. | | | | 9) Is the 12 week FMLA leave considered to be 12 |
| C) The employee is entitled to 16 weeks of leave | | | | weeks x 40 hours per week = 480 hours? So if an |
| during a 12-month period. The maximum combined | | | | employee is working 50 hours work weeks, is the |
| leave time is 32 weeks if care is for a wounded | | | | FMLA period 9.5 weeks? |
| military veteran. | | | | A) No, you must calculate actual work replacement. |
| D) The employee is entitled to 26 weeks of leave | | | | This means that an employee who works 50 hours |
| during a 12-month period. | | | | per week will have up to 600 hours of intermittent |
| 4) Do the 12 months of service with the employer | | | | leave available. If the employee works 32 hours per |
| have to be continuous or consecutive? | | | | week, then the calculation is 32 hours per week x 12 |
| A) Yes, the 12 months of service have to be both | | | | weeks = 384 hours. |
| continuous and consecutive. | | | | B) Yes, the employee is allowed 480 hours of FMLA |
| B) No, the 12 months of service must only be | | | | leave only. |
| consecutive. | | | | 10) What if you provide someone an FMLA leave but |
| C) No, the 12 months of service must only be | | | | they do not have one full year of service yet? |
| continuous. | | | | A) You must accept the error and allow the claim to |
| D) No, all time worked during the past 7 years is | | | | continue. You should then re-establish your FMLA |
| counted. The work time does not have to be | | | | program by informing the employees as of this date |
| continuous. | | | | the following provisions of the FMLA and company |
| 5) Do the 1,250 hours include paid leave time or other | | | | policy will be enforced without exception or |
| absences from work? | | | | consideration of previous action. |
| A) No, only paid leave time is included when computing | | | | B) You may cancel any employee's FMLA leave at |
| the 1,250 hours minimum. | | | | any time if you discover you made a mistake and the |
| B) No, the 1,250 hours include only those hours actually | | | | employee was not eligible for FMLA leave. |
| worked during the most recent past 12 months for the | | | | Correct Answers: |
| employer. Paid leave and unpaid leave, including FMLA | | | | 1) A; 2) B; 3) A; 4) D; 5) B; 6) B; 7) A; 8) B; 9) A; 10) A |
| leave, are not included. | | | | If you got any of these questions wrong, you may |
| C) Yes, paid leave and unpaid leave including FMLA | | | | have FMLA regulation issues that need to be |
| leave time are included when computing the 1,250 hour | | | | addressed. One way to avoid spending more time on |
| minimum. | | | | FMLA is to outsource to BASIC. |