Answer my Human Resource Job Interview Follow up questions - state of Hawaii

I have been given a set of HR scenarios to answer for the state of Hawaii - copy and paste below Need these answered by Thursday May 3rd - any HR specialist out there? I will pay great, for a job well done and thoroughly done: five scenarios below and respond as thoroughly as possible with any important notes/considerations. The scenarios are sample types of situations that our HR Specialists may encounter. You may do research as needed, but please provide the specific source(s) that were used for reference. Please feel welcome to respond in the body of your email or attach a separate document. Scenario 1: A client calls and says his new employee just told him that she is pregnant and considered “high risk”, so she will probably need a reduced schedule and/or time off from work for much of her pregnancy. Because this employee is new and his two-person office will not be able to run smoothly without her position filled on a full-time basis, he is thinking of terminating her employment. What questions would you ask, if any, and how would you proceed in providing the client with guidance? Scenario 2: A client calls to say that her employee recently shared information about a chronic medical condition, which employee stated has been the reason for his increased absenteeism and decreased productivity at work. With the busy holiday season approaching, the client emphasizes the need for all employees to be reliable and performing at 110%. In fact, the client was about to put the employee on a final warning if his performance did not improve immediately. What questions would you ask, if any, and how would you proceed in providing the client with guidance? Scenario 3: An employee covered by a collective bargaining agreement recently had five separate incidents of calling out sick within the past three months. A client, who states they have a no-fault attendance policy, calls to say they are planning to suspend the employee. What questions would you ask, if any, and how would you proceed in providing the client with guidance? Scenario 4: An employee calls and says he has been reviewing the At-Will Employment Policy in the employee handbook, as well as the Arbitration Agreement, and feels that they violate his “rights”. How would you respond to the employee? Scenario 5: An employee calls and says she has seriously injured herself in a car accident and will probably need surgery. She wants to know what type of benefit(s) she is entitled to, and any other information that would be helpful in her situation. How would you respond to the employee?