Discuss HRCI PHR Exam Topic 3 Question 125

Yolanda is an HR Professional for her organization that has 250 employees. Yolanda is working with Thomas, a manager in the company. Thomas reports that Carrie, one of his staff members, will be leaving the organization for a leave absence due to a pregnancy issue. Thomas wants to know if he can terminate Carrie's employment because she won't be able to complete her work due to the pregnancy issue. What's the best answer for this scenario?

AYolanda should tell Thomas that Carrie must return to work within 28 days or the organization can assume that Carrie has resigned.

BYolanda should tell Thomas that Carrie's employment can be terminated as pregnancy issues are not allowable time away from the organization.

CYolanda should tell Thomas that Carrie's employment can be terminated as the organization does not meet the Pregnancy Discrimination Act with 500 minimum employees.

DYolanda should tell Thomas that Carrie must be treated the same way as any other temporarily disabled employee.

Suggested Answer: D

Under the Pregnancy Discrimination Act of 1978, organizations must treat employees that are temporarily unable to complete their jobs due to pregnancy, the same way the organization would treat any other temporarily disabled employee.

Answer option B is incorrect. Thomas can't terminate Carrie's employment because of pregnancy.

Answer option C is incorrect. The Pregnancy Discrimination Act actually applies to organizations with 15 or more employees.

Answer option A is incorrect. There is no 28-day time limit to the requirements of the Pregnancy Discrimination Act.

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24 comments · newest first

Kenneth 2 days ago

Right, D seems the most ethical.

Roselle 7 days ago

Exactly, it’s not right to assume she resigned after 28 days.

Rosann 12 days ago

I feel like option A could lead to misunderstandings.

Mitzie 17 days ago

True, but that doesn't mean they can terminate her.

Kenneth 22 days ago

But what about option C? The company doesn't meet the minimum for the Pregnancy Discrimination Act.

Roselle 28 days ago

I agree, treating Carrie like any other temporarily disabled employee is fair.

Mitzie 1 month ago

This is a tough situation. I think option D is the best.

Marleen 1 month ago

He probably doesn't. D is the only ethical choice here.

Denny 1 month ago

I wonder if Thomas understands the implications of terminating Carrie.

Verlene 2 months ago

Right! D shows understanding for temporary disabilities.

My 2 months ago

B and C are definitely wrong. Pregnancy is protected.

Octavio 2 months ago

Definitely, A doesn't consider Carrie's rights.

Elli 2 months ago

I feel like A could be misleading. It sounds harsh.

Gail 2 months ago

Agreed, D makes sense. Fair treatment is crucial.

Candida 2 months ago

This is a tricky situation. I think D is the best answer.

Jestine 3 months ago

Totally agree with treating her like any other employee on leave!

Trinidad 3 months ago

Wait, can they really assume she resigned after 28 days? That sounds off.

Verda 3 months ago

Actually, the Pregnancy Discrimination Act applies regardless of employee count.

Dell 3 months ago

I don't think they can just terminate her for being pregnant.

Noah 3 months ago

Option D is definitely the right choice!

Gilberto 4 months ago

I thought the 500 employee rule only applied to certain benefits, but I'm not clear on how it affects termination. I guess I need to review that section again.

Judy 5 months ago

I vaguely recall that pregnancy-related absences should be treated like any other medical leave, which makes me lean towards option D as well.

Elizabeth 5 months ago

I'm not entirely sure, but I think terminating someone for pregnancy-related issues could lead to legal trouble for the company. I feel like we practiced a similar scenario in class.

Deeanna 5 months ago

I remember studying about the Pregnancy Discrimination Act, and I think it protects employees regardless of the company's size, so option D might be the best choice.

HRCI PHR Exam - Topic 3 Question 125 Discussion