1. To analyze their workforces and determine whether affirmative action is needed, employers must document the protected class characteristics of their employees. How can this be accomplished in an effective and legal manner?

2. What, if any, legal obligation do employers have to reasonably accommodate disabled job applicants during the recruitment process? What types of modifications to the recruiting process might be called for?

3.To the extent that doing so is permitted by state law, would you recommend that an employer examine job candidates' social media activity in the recruiting process? Why or why not? If you think that it should be used, how should it be implemented?