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The problem that MRW is facing is that their computing systems are failing and affecting the whole company.  MRW's solution to this problem was to hire a system administrator and have them take some of the stress off of the other employees who are sometimes working up to 14-hour shifts.  MRW hired Sonia Reguant who had the skills necessary for the job.  MRW didn't know that she was pregnant at the time and that it was going to be a high-risk pregnancy that required medical leave.  MRW doesn't have the budget to hire another worker and the employee that Sonia beat out for the job found employment elsewhere.  Firing Sonia could also lead to a discrimination lawsuit which financially MRW cannot handle. Their IT systems are failing and getting overwhelmed and they need Sonia to help relieve the pressure and fix the problem.

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Alternative 1
Wait and see if Sonia's diagnosis gets reduced from a high-risk pregnancy to a normal pregnancy.

Alternative 2
Fire Sonia and conduct another round of interviews and try to find another systems administrator.

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Alternative 1

Pro
This would allow MRW to keep the most highly talented individual at the company and avoid taking on another salary that the company cannot afford.  This would also avoid a potential discrimination lawsuit which MRW cannot financially afford.  It also is consistent with the morals and statements of the company.

Cons
A con would be that her pregnancy diagnosis might not change so her role will be unfilled for over a year including the pregnancy and maternity leave.  This would put MRW in the same situation they were in before where their IT systems are falling apart and they don't have the right people to fix the problem.  MRW also doesn't have the budget for another hire, so they would be stuck with Sonia being on maternity leave.

Alternative 2

Pros
You wouldn't have to wait to see if Sonia's pregnancy diagnosis improves.  You would get output for the foreseeable future instead of not having a systems administrator for potentially over a year.

Cons
The company could face legal challenges via lawsuits that could come in for discrimination.  MRW would also be losing the most talented person they found during the interview process.  They also will have to spend money doing more rounds of interviews which could be long since the market for systems administrators is scarce.

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I recommend that the company keep seeing if Sonia's pregnancy diagnosis improves and encourage her to go to the doctor. She is the most qualified candidate for the job and they should not fire her to find a replacement. She can't work with a high-risk pregnancy, but she can answer phone calls and provide guidance and give advice on what she would do.

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I think the first step should be to have bi-weekly checkups with the doctor paid for by the company. The company will incur fewer losses is they get a better diagnosis than they will spend on doctor visits. Next would be to set Sonia up so she can make phone calls and communicate with the team. She might not be able to work in an office or move around, but she can still talk and provide guidance if necessary. The best case scenario would be if her pregnancy changes to a normal pregnancy and she is able to work until it is time to give birth. This could allow her 8 solid months of work and help set up the team for success. She not only will be able to help the problem directly with her expertise but also indirectly through the training of the other employees.