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Quiz: Test Yourself on Leaves – Part 3

EverythingHR Staff | 02/27/2019 | Blog

How well do you understand leaves of absence? Test your knowledge with our 10-question, true-or-false quiz!

This quiz is Part 3 of a series of 3 quizzes. 

Missed past quizzes? Take them now! Part 1 & Part 2
1

If employees request leave for their own serious health conditions or to care for the serious health conditions of family members, employers must always obtain certifications of health care providers from them.

Choose an answer
True
False

False.

The certification of health care provider form is optional. Only the Notice of Eligibility and Rights and Responsibilities and Designation Notice are mandatory under the FMLA.
2

In California, if I elect to use the sample medical certifications published by the U.S. Department of Labor (DOL), I do not need to modify them in any regard before requiring health care providers to complete them.

Choose an answer
True
False

False.

Medical privacy considerations specific to California prohibit employers from requiring the health care provider to answer questions on the sample forms addressing medical diagnosis.
3

Employers may run employees’ workers compensation leave concurrently with both FMLA and CFRA.

Choose an answer
True
False

True.

Employers may, and should, run workers compensation leave concurrently with FMLA and CFRA.
4

Employees who are not eligible to bond with a newborn under the CFRA may still take job-protected leave under PFL.

Choose an answer
True
False

False.

The PFL is a paid benefit like SDI; it does not entitle the employee to job reinstatement.
5

It is the employer’s responsibility to apply for any SDI or PFL benefits to which an employee may be entitled while on a leave protected by state or federal law.

Choose an answer
True
False

False.

The employee is responsible himself or herself to apply for these benefits directly with the EDD.
6

Under the FMLA only, I may require an employee to take leave to bond with a newborn in one continuous leave of up to 12 weeks.

Choose an answer
True
False

True.

While CFRA regulations permit employees to break up the leave, FMLA regulations permit the employer to require the leave be taken all at once.
7

Under the FMLA and CFRA running concurrently, I may require an employee take leave for bonding in no less than two-week increments (with two exceptions).

Choose an answer
True
False

True.

Employers may require employees to take bonding leave in no less than two-week increments, provided they be allowed to take leave in less than two-week increments twice during their bonding leave.
8

Under the FMLA and CFRA running concurrently, I may require an employee take intermittent leave for the employee’s or family member’s serious health condition in no less than two-week increments (with two exceptions).

Choose an answer
True
False

False.

Employers must follow the intermittent leave requirements prescribed by the employee’s doctor (or employee’s family member’s doctor), even if those absences are less than two weeks. The two-week requirement is only for bonding leave.
9

In California, an employee’s protected leave for organ or bone marrow donation may not run concurrently with FMLA or CFRA.

Choose an answer
True
False

True.

California Labor Code § 1510(g) states that neither FMLA nor CFRA may run concurrently with leave taken for either bone marrow or organ donation.
10

In California, an employee’s protected leave for military family reasons under state law may also count as qualifying exigency leave under the FMLA.

Choose an answer
True
False

True.

While the CFRA does not have a corresponding leave for qualifying exigencies in military cases, a separate California law does afford protections for military families which may run concurrently with FMLA.