1. Again, both chapters were succinct which I like and the cases were helpful. 2.

The three things I learned were: a. If a condition could be controlled with assistance through glasses, medication, or a particular activity, that the individual as not protected by ADA. I remember when my brother told us when he was taking classes to obtain his pilots license that he was told he could never fly a commercial plane because he wore glasses. (p. 606) b. A person with a disfiguring facial scar who is perceived as being disabled is protected. Of course this person would still have to be qualified for the job. (p. 609) c. Reasonable accommodation as defined by the EEOC. I get the obvious part of trying to accommodate or make changes to ones working environment for a disabled person. Perhaps it is because of my experience in school construction and working with architects that makes me question the undue hardship rules. Every time a situation came up that was costly to the district, the architects claimed ADA will make you spend the money. Now it seems, this is not the case. (p. 618-619) 3. The quizzes I scored a 100% and 90% respectively. a. I thought in terms of medical examinations that you could not require before an offer of employment. I was surprised that the 63 year-old worker could be fired because he was going to be vested did not violate ADEA.