Certified Leave Management Specialist (CLMS) Certification Practice Test 2025 - Free CLMS Practice Questions and Study Guide

The correct answer is based on the provisions of the Massachusetts Paid Family and Medical Leave (PFML) law, which allows employees to take leave for various family-related reasons, including both bonding with a new child and caring for certain family members.

In this scenario, the employee qualifies for 8 weeks of leave for bonding with the newly adopted baby. The law also allows for additional leave to care for family members, which in this case includes the employee's mother-in-law, as she qualifies as an eligible family member under the law.

However, there is a key detail regarding the care leave for a mother-in-law: while the employee may request time to care for her, the first four weeks of leave are treated differently under the regulations. The employee can take those first four weeks after the bonding time, depending on the specific circumstances that necessitate the leave.

Therefore, the employee is eligible for all 8 weeks of bonding leave and can additionally take the first 4 weeks of leave to care for his mother-in-law, making this option the most accurate reflection of what the Massachusetts PFML allows.