To stay compliant with the Equal Employment Opportunity Commission (EEOC), Chris could implement the following strategies: 1. Implement a comprehensive anti-discrimination policy that clearly outlines the company's stance against discrimination based on characteristics such as race, gender, religion, age, disability, or other protected categories. This policy should include procedures for reporting and addressing discrimination complaints. 2. Conduct regular training sessions for employees and managers on diversity, inclusion, and anti-discrimination practices. Ensuring that everyone in the company is aware of EEOC regulations and knows how to prevent and address discrimination can help create a respectful and inclusive work environment. Two different types of sexual harassment are: 1. Quid pro quo harassment: This type of harassment occurs when a person in a position of power requests sexual favors in exchange for employment benefits or to avoid negative consequences. 2. Hostile work environment: This type of harassment involves creating a workplace atmosphere that is intimidating, offensive, or hostile due to unwelcome sexual advances, comments, or behavior that interferes with an individual's ability to perform their job. Two accommodations that Chris might make in the workplace for disabled employees are: 1. Providing reasonable accommodations such as wheelchair-accessible facilities, adjustable desks, or screen reading software