Part 1: Critical Analysis of the Law

1. Evaluate and discuss the requirements of one of the following laws. Give the code citation. How does it apply to hiring? What does a manager need to do or not do to comply with it?
   • Title VII protections for race, color, national origin, sex, religion
   • Pregnancy Discrimination Act
   • Federal labor laws enforced by the National Labor Relations Board (NLRB) including National Labor Relations Act (NLRA)
   • Union contrasts in the right to work vs non-right to work states and impact on hiring.
2. Evaluate one of the following tools for compliance in hiring. How would it limit legal risk in hiring? Discuss the pros and cons of the tool selected.
   • Hiring checklist
   • Hiring policies and procedures
   • Credentialing policies
   • The employment arbitration clause in an employment contract

Part 2: Strategic Compliance with the Law

Evaluate the scenario in Ch. 5 Gender Discrimination: Rolling Meadows Community Hospital

1. What are the legal risks? What are risks specific to gender discrimination and liability?
2. What management compliance tools (one) and processes (one) could be incorporated in the organization to prevent this problem?
3. Assume an "agreement" is reached to hire the protg. What employee hiring tools and processes would you incorporate in the hiring process to limit liability in this scenario and reduce the likelihood of a lawsuit in this case? Be specific!
4. Provide in-text citations and references.