You will be put in a team of 4-5 students to create a multimedia piece such as a narrative PowerPoint to answer these question. Please have each student speak to at least one point listed below (all students on a team must present). This is due Sunday evening of Week 3 AND you will need to post this at the BEGINNING of WEEK 4 (on Monday) in the discussion area. Use APA formatting for your assignment and any citations you use.

1. Define BFOQ and list to which characteristics it applies
2. What is USERRA? How does USERRA protect those on military leave?
3. What are the requirements of an Affirmative Action plan? List the criteria for proof of its “remedial nature.”
4. Answer Human Resource Dilemma, Ch. 7 #5, p.187 (Emmanuel Abrams)
5. Answer Human Resource Dilemma, Ch. 9 #4, p.237 (Sun Loo Chan)

Create a 5-7- minute group multimedia presentation and submit this in next week’s discussion area.

Grading: Each question will be worth 15 points totaling 75, with mechanics/formatting/spelling worth the final 15 points.

What I have so far: Define BFOQ and list to which characteristics it applies According to Moran (2011), Bona Fide Occupational Qualification (BFOQ) is “operates as a defense to for discrimination in regards to religion, national origin, gender, and age.” Employers consider these certain qualifications while making decisions about hiring and retention of employees. These qualifications should be correlated to a imperative job function and is considered necessary for the operation of that particular business. Typically, the BFOQ “does not generally apply to race and color, except for the casting of in certain actors in film and theater production” (Moran, 2011). Since gender is not a BFOQ, it is based on customer or coworker preferences. Generally, to be considered nondiscriminatory, the BFOQ must be reasonably necessary to the operation of the business. An example, an airline pilot must have very good eyesight since it is integral to carrying out the duties of a pilot’s job. 2. What is the purpose of the Glass Ceiling Commission? According to Moran (2011), the purpose of the Glass Ceiling Commission is to rectify the barriers that still exist to the advancement of women and minorities in their careers, regardless of their qualifications or achievements. Glass Ceiling Commission should consider the types of advancement and opportunities available for women and minorities and what policies should businesses implement for making such promotions as well as.

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