$1.$ Arafa Habib is employed in the shipping and receiving department. He begins work before sunrise. During a break at sunrise and at noon during lunch, he prays to Allah. One morning a huge shipment of suits arrives, and Arafa is told to work through his break. He refuses because of his prayer ritual. His supervisor reports it to Mark.

Mark tells Arafa that in no uncertain terms, his job comes before his religious practices. Further, Mark stipulates that engaging in religious prayer at work is disruptive. From now on$,$ Arafa is forbidden from praying at work. Arafa explains that his Muslim faith requires him to prey at certain times. Mark is unrelenting.

Arafa resigns immediately and files a claim with the EEOC, stipulating that his accommodation request was reasonable and that L&S discriminated against him because of his religious beliefs. Mark subsequently consults with Susan, who divides Arafa's request for accommodation into two parts, time and location. Regarding time, his religious belief requires him to pray at sunrise, during a break, and at noon. Regarding location, he wishes to fulfill his religious practice by praying on the loading dock. What should Susan recommend to Mark?

$2.$ Louise Fredricks, who is confined to a wheelchair, applies for a sales position at L&S$.$ Tom, who we now know is infamous for "foot$-$in$-$mouth disease" replies to her request by laughing uncontrollably and opening the door for her to leave.

Once she gets over her feelings being hurt, Louise gets mad. She files a claim with the EEOC, which has decided to investigate L&S$.$ What all can the EEOC go after L&S for, i$.$e$.,$ can they only address Louise's complaint or can they look at the whole organization? What is Susan going to do about this one?