$$ QUESTION $1.-$ DEFINING DISABILITY

What is the current definition of physical and$/$or mental disability under U$.$S$.$ law and regulation?

$$ QUESTIONS $2.$A$.$ AND $2.$B$.$ ADA AND JOB REQUIREMENTS

$($NOTE: Employers must make Reasonable Accommodation for disabled employees pursuant to the $1990$ Americans with Disabilities Acts, and the subsequent $2008$ Amendments$)$:

QUESTION $2.$A$.$: Exactly what does Reasonable Accommodation for a physically or mentally disabled employee mean?

QUESTION $2.$B$.$: When does an employer NOT need to make Reasonable Accommodation for a physically or mentally disabled employee?

$$ QUESTIONS $3.$A$.$ THROUGH $3.$C$.$ ADA AND ESSENTIAL JOB FUNCTIONS

QUESTION $3.$A$.$: What are Essential Job Functions?

QUESTION $3.$B$.$: Does the Equal Employment Opportunity Commission establish guidelines which employers need to follow in identifying the Essential Job Functions for specific jobs in an organization? Yes, or No$?$

QUESTION $3.$C$.$: Are disabled employees expected to be able to perform Essential Job Functions?

EQUAL EMPLOYMENT OPPORTUNITY: THE ROLE OF THE EQUAL EMPLOYMENT OPPORTUNITY COMMISSION

READINGS: READING $2.$A$.,2.$B$.$ READ ALL. READING $1.$B$.,$ pp$.63-66,89-91.$ POWERPOINT $4,$ SLIDE $4.$

$$ QUESTIONS $4$A$.$ AND $4.$B$.$ POWERS AND AUTHORITY OF THE EEOC.

QUESTION $4.$A$.$: Briefly define one $(1)$ Role of the EEOC, and one example $(1)$ of the Authority it is granted to exercise in this the Role.

QUESTION $4.$B$.$: What is a Protected Group under Article VII of the $1964$ Civil Rights Act? Give one $(1)$ example.

$$ QUESTION $5.$ AN EXAMPLE OF HOW THE EEOC ADDRESSES DISABILITY DISCRIMINATION

Briefly: Why is the EEOC suing Corizon Health Care, and give an example of what the EEOC hopes to achieve through that lawsuit, in terms of addressing discrimination against employees with physical and$/$or mental disabilities?

EQUAL EMPLOYMENT OPPORTUNITY: GENDER PAY INEQUITIES

EQUAL EMPLOYMENT OPPORTUNITY: DISCRIMINATION IN AND OBSTACLES TO PROMOTION.

READINGS:

READINGS $3.$C$\mathrm{.}2.,3.$C$\mathrm{.}4.,$ AND $3.$C$\mathrm{.}5.$

IMPLICIT BIAS DOCUMENT $$ AVAILABLE UNDER CASE STUDY $2$ FOR FALL $2023/$ FOR MOTHERHOOD PENALTY.

READING $4.$A$.$ MANAGING DIVERSISTY, pp$.35.$

$$ QUESTIONS $6.$A$.$ TRHROUGH $6.$D$.$ THE PROBLEM OF INEQUITIES IN PAY BETWEEN MEN AND WOMEN.

QUESTION $6.$A$.$: On average, how many cents are women in America paid for every dollar paid to a man?

QUESTION $6.$B$.$: What is the Motherhood Penalty, and how does it contribute to the gap between the pay women receive and the pay men receive for doing the same job?

QUESTION $6.$C$.$: In dollars: In the United States, what is the difference in the average pay received by female Specialty Care Physicians and that received by men who are Specialty Care Physicians?

QUESTION $6.$D$.$: Of the $10$ jobs with the highest gaps between what women and what men make for comparable work: How many are in Health Care Services?

$$ QUESTION $7.$ OBSTACLES TO PROMOTION.

READING $4.$A$.$ MANAGING DIVERSISTY, pp$.35.$

QUESTION $7.$

NOTE: The terms glass ceiling and sticky floor describe organizational situations in which the paths to different kinds of promotion are blocked.

QUESTION $7.$: What is the difference between the glass floor and the sticky floor

within large organizations? What are the two different situations they describe?