HRCI SPHR Exam - Topic 1 Question 110 Discussion

Actual exam question for HRCI's SPHR exam

Question #: 110
Topic #: 1

[All SPHR Questions]

A pregnant employee in a manufacturing plant discloses the pregnancy on the first day of employment. The employee works an overnight shift and does not have an accommodation request. The employee is observed getting sick in the bathroom during the lunch break. The supervisor contacts HR for guidance. HR should advise the supervisor to:

ASend the employee home and require a medical release to return

BAllow the employee to return to work when they have recovered

CMove the employee into a role which requires little movement

DHave another female employee accompany them to the restroom

Show Suggested Answer

Suggested Answer: B

Comprehensive and Detailed Explanatio n:

If the employee recovers and is not requesting accommodation, there is no cause to take adverse action. HR should avoid assumptions and treat the case like any other health event unless a pattern arises.

This respects Pregnancy Discrimination Act (PDA) and ADA principles --- both protect employees from being treated differently due to pregnancy without cause.

by Ty at Nov 21, 2025, 03:31 PM

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Providencia

9 hours ago

Definitely should let her return when she's feeling better!

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Felton

6 days ago

Definitely C. Gotta look out for the health and safety of the pregnant employee, and a less physically demanding role is the way to go.

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Josephine

11 days ago

A is too harsh. Sending the employee home and requiring a medical release is an overreaction and could be seen as discrimination.

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Tabetha

16 days ago

D is just ridiculous. Having another employee accompany the pregnant worker to the restroom is an invasion of privacy and not at all appropriate.

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Maricela

21 days ago

B seems like the best option. The employee should be allowed to return to work once they have recovered from the illness.

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Dominga

26 days ago

I think the correct answer is C. Moving the employee to a role with less physical demands is the most reasonable accommodation.

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Franklyn

1 month ago

I feel like allowing them to return when they recover makes the most sense, but I worry about the implications of not addressing their needs properly.

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Myra

1 month ago

I think we practiced a similar scenario where we had to consider the employee's rights and any potential accommodations, but this one feels a bit different.

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Ronnie

1 month ago

I’m not sure if sending them home is the best option. It seems like that could be seen as discriminatory, right?

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Elfriede

2 months ago

I remember discussing how important it is to respect the employee's privacy and not make assumptions about their health.

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Leonor

2 months ago

Ah, this is a classic HR dilemma. I'd lean towards B - allowing the employee to return to work once they've recovered. As long as they can perform the essential functions of the job, we should avoid any unnecessary disruptions.

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Tora

2 months ago

Whoa, this is a sensitive one. I'd be really careful about sending the employee home without a medical release - that could open the company up to potential discrimination issues. Gotta tread lightly here.

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Nana

2 months ago

Pregnant employees can experience morning sickness at any time.

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Arlene

2 months ago

Okay, let's see. Based on the information provided, I'd say option C is probably the best choice - moving the employee to a role with less physical demands seems like the most reasonable accommodation here.

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Laura

3 months ago

I feel like option A is too harsh. A medical release seems unnecessary.

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Janessa

3 months ago

Haha, I bet the supervisor is just panicking and has no idea how to handle this situation. HR better give them some good advice!

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Shad

3 months ago

Hmm, I'm a bit unsure about this one. I'd need to double-check the specifics, but I think the best approach would be to work with the employee to find a reasonable accommodation that allows them to continue working safely.

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Eun

3 months ago

This seems like a tricky situation. I'd want to carefully review the company's policies on accommodating pregnant employees and make sure we're following all relevant laws.

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Erick

2 months ago

I think option B makes the most sense. Let her recover first.

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