Please number your responses to correspond to the questions below. Thank you.

1. Exhibit 9.4 Major Federal Laws Related to Human Resource Management includes a summary of the major HR acts and laws. Select one of the Equal Opportunity/Discrimination Laws and using the EEOC website (https://www.eeoc.gov/eeoc/litigation/selected/), find a recent case that has been filed or decided (last three years). Briefly summarize the case including the dollar amount if it has been decided. Be prepared to discuss the case in class.

2. HR is responsible for attracting, hiring, developing, and retaining talent. Read Section 9.4b Recruiting. Understand what recruiting is and why it is critical to a company. What innovative actions can companies take to attract talent for entry-level positions in today’s labor market? Think about what your generation is looking for in employment beyond salary. This is a lot like marketing (product, place, price, promotion) but in a different context. Describe how you would use social media to effectively reach talent for entry-level positions requiring a college degree? Describe in detail why you would use that particular form of social media and what specifically you would feature.

3. Explain specific details about the Americans with Disabilities Act. Be sure to research how ADA defines a disability.

4. Ban the Box and Fair Chance Hiring are laws and campaigns aimed at requiring or persuading employers to remove from the check box from an employment application asking applicants if they have a felony criminal record. Depending on the state or city, the law may restrict when the applicant can be asked about a felony criminal record (but they do not restrict the ability of the employer to perform a background check prior to employment. The purpose of the laws is to enable ex-offenders to display their qualifications in the hiring process before being asked about their criminal records. The premise of the campaign is that anything that makes it harder for ex-offenders to find a job makes it likelier that they will re-offend, which is bad for society.

Please read the two articles “Ban the Box Turns 20…” and “Background Checks” found in the attachment and answer the following question.

Viewing this issue from an HR manager’s perspective and having reviewed the anti-discrimination laws, specifically Title VII of the 1964 Civil Rights Act and the 1991 Civil Rights Act, tell me if you support the ban the box movement? Specifically, why or why not? The acts protect several classes of our population (referred to as protected classes.) Keep this in mind when we are discussing ex-offenders. Also note that discrimination does not have to be intentional (disparate treatment) to be illegal (adverse impact.)

5. Section 9.8a Diversity and Inclusion discusses more of the invisible or inclusive ways we are diverse. Some of these include how many parents we had in the household and the gender of those parents, our personalities, our health status and the health status of those we live/lived with, and many more. Select several attributes of you, your lifestyle, how you were raised, or your life experiences that allow you to bring a unique perspective to what you do and how you work. Tell me how this perspective contributes to a more comprehensive solution, answer, or product. Please don’t assume you are ordinary – we are all extraordinary.

6. In Section 9.9a the authors discuss stereotype threat. This is very interesting. Please read this carefully and think of time when either a) this has occurred to you or b) you have done this to someone else. Keep in mind, our brains use stereotyping to rapidly assess situations. The more we become aware of these so-called auto-responses, the less often our brains will use them. This will helps become more open-minded and break cycles of stereotyping that limit us.