Part One Should other protected classes be recognized under federal law? Yes, I believe additional protected classes should be recognized under federal law. For example, protecting employees based on their caregiving responsibilities could be important. Caregivers often face discrimination in the workplace because of their need to balance work and caregiving duties, which can lead to biased treatment, reduced opportunities, or even termination. Should any current protected classes no longer be eligible for protection? I do not think any current protected classes should lose their protection. Each of these classes was established to address significant issues of discrimination that persist today. Removing protections could lead to increased instances of discrimination and reduce the fairness and inclusivity of workplaces. Part Two In the scenario with Alice, I believe it's important for me to maintain professional integrity and follow company policies. Alice's request to keep certain information at the site-level could put the company at risk for legal claims if issues like the graffiti, which potentially violate anti-discrimination laws, aren't properly addressed. From a legal standpoint, the company could face claims of creating or allowing a hostile work environment if the graffiti is racially derogatory and isn't addressed. The EEOC emphasizes that employers must take immediate and appropriate action to stop and prevent harassment in the workplace (Retaliation, EEOC)