Senior Professional in Human Resources (SPHR) Certification Practice Exam 2025 - Free SPHR Practice Questions and Study Guide

The classification of "wrongful discharge" primarily encompasses situations where an employee is terminated for reasons that violate legal statutes or established policies, thus infringing on the employee's rights. In this context, terminating an employee for discriminatory reasons is a clear violation of anti-discrimination laws, such as the Civil Rights Act, which ensures that employees are treated fairly regardless of their race, gender, disability, or other protected characteristics. Such a termination constitutes wrongful discharge because it does not adhere to the legal framework designed to protect employees from unfair treatment in the workplace.

In contrast, the other actions presented do not typically fall under the definition of wrongful discharge. An employee ignoring safety protocols could lead to disciplinary action or termination due to negligence or jeopardizing workplace safety, which is considered a valid reason for termination. An employee whose performance does not meet company standards may be terminated as part of a performance management process, which is a legitimate basis for discharge based on job performance metrics. Lastly, terminating an employee for taking extended sick leave can be complex, but if the leave complies with the regulations (such as the Family and Medical Leave Act), it wouldn’t usually qualify as wrongful discharge without further legal violation, such as retaliation against a protected leave. Thus, discriminatory termination stands out as