HRCI PHR Exam - Topic 3 Question 125 Discussion

Actual exam question for HRCI's PHR exam

Question #: 125
Topic #: 3

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.

Show Suggested Answer

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.

by Denny at May 03, 2026, 01:57 PM

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Judy

17 days 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.

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Elizabeth

22 days 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.

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Deeanna

27 days 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.

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