Answers to the five questions are required separately please

Ref :

Employment Law for Business and Human Resources Professionals, 4th REVISED ed. by Kathryn Filsinger, Emond Publishing, 2020

1. Under the common law, the employment relationship is based on the principle of "freedom of contract". To what extent is employment law in Ontario still based on that principle? Should it be? Provide examples in supporting your answer. (start with p. 5 - 6 FYI)

2.There are currently 16 prohibited grounds of discrimination under Ontario's Human Rights Code. What, if any, prohibited grounds should be added to Ontario's Human Rights Code? Support your answer. (Ch. 2)

3.Has Ontario's human rights law achieved the promise set out in its Preamble? In explaining your answer, use a range of examples based on case law or other examples you are aware of. (see Ch. 2 & 5)

4.Summarize the facts, issue, and decision of the Sangha case discussed on p. 71 (Ch. 2). Do you agree with this decision? Support your answer.

5.Under Ontario's Human Rights Code, employers have a "duty to accommodate" employees who are negatively affected by a workplace rule or requirement if it touches on a prohibited ground of discrimination (e.g. disability, family status). If it does, an employer must accommodate that employee "to the point of undue hardship." This can place significant obligations on an employer. Do you think an employer's obligations in this area are fair to both employers and employees? Explain your answer by citing examples from the textbook, in-class discussions, or your own research for the duty to accommodate assignment.