The RN to BSN program at Grand Canyon University meets the requirements for clinical competencies as defined by the Commission on Collegiate Nursing Education (CCNE) and the American Association of Colleges of Nursing (AACN), using nontraditional experiences for practicing nurses. These experiences come in the form of direct and indirect care experiences in which licensed nursing students engage in learning within the context of their hospital organization, specific care discipline, and local communities. Based on the feedback offered by the provider, identify the best approach for teaching. Prepare a presentation based on the Teaching Work Plan and present the information to your community. Options for Delivery  Select one of the following options for delivery and prepare the applicable presentation: PowerPoint presentation – no more than 30 minutes Pamphlet presentation – 1 to 2 pages Poster presentation Selection of Community Setting These are considered appropriate community settings. Choose one of the following: Public health clinic Community health center Long-term care facility Transitional care facility Home health center University/School health center Church community Adult/Child care center Community Teaching Experience Approval Form  Before presenting information to the community, seek approval from an agency administrator or representative using the "Community Teaching Experience Approval Form." Submit this form as directed in the Community Teaching Experience Approval assignment drop box. General Requirements While APA style is not required for the body of this assignment, solid academic writing is expected, and documentation of sources should be presented using APA formatting guidelines, which can be found in the APA Style Guide, located in the Student Success Center. This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.  You are not required to submit this assignment to LopesWrite. AttachmentsNRS-428VN-RS5-CommunityTeachingExperienceForm.doc see attachment below

In your first post in this discussion, you will become familiar with the case of Abercrombie & Fitch by means of the relevant material in the Required Resources this week. There is also a specific media feature located at the end of Section 5.3 of the textbook titled Workplace Discrimination: Abercrombie & Fitch. In order to be prepared for this task, you will need to complete the required readings and media listed.There are two sides to consider in the Abercrombie & Fitch case. On the one hand, we have the job candidate’s side. She went to the job interview wearing a hijab. The interviewer did not remark on the hijab, and the candidate also did not volunteer that her religious beliefs required her to wear a hijab. She was subsequently not hired based on the perception that her appearance was incongruous with the company’s look policy. For example, caps are not permitted and the male sales associates (referred to as “models” in the company’s corporate language) are often shirtless and in sweatpants in order to create the mood at the stores for the aesthetic for which Abercrombie & Fitch has become known: young, preppy, and hormonally charged. When she was notified that she was not hired for the position, she filed a complaint with the Equal Employment Opportunity Commission that, in turn, filed a lawsuit on her behalf alleging a violation of Title VII.On the other hand, we have Abercrombie & Fitch’s side. As a company doing business in the United States, Abercrombie & Fitch is legally permitted to hire those employees who fit its look policy. This is no different from the look requirements for the Dallas Cowboys Cheerleaders, the Chicago Bulls, the New York City Ballet company, or for jockeys hired by thoroughbred owners to race them at the Kentucky Derby. In all of these cases, there are height, size, and other look requirements for employment that are justified by the particular demands and aesthetics of the position. She was found to be qualified for the job but her dress was clearly in conflict with Abercrombie & Fitch’s look policy. Yet, the job applicant knowingly sought employment at this retailer.According to the law, should a special accommodation be required due to a religious practice, then Title VII dictates that the look requirements give way to the religious requirement in order not to be considered an act of religious discrimination.The EEOC prevailed in the District Court, but this judgment was reversed by the Tenth Circuit on the ground that failure-to-accommodate liability only attaches when a job candidate provides the potential employer with knowledge of the need for an accommodation due to religious practice. Once it reached the Supreme Court, the decision was made in favor of the job candidate. According to Justice Scalia,Title VII does not demand mere neutrality with regard to religious practices—that they be treated no worse than other practices. Rather, it gives them favored treatment, affirmatively obligating employers not “to fail or refuse to hire or discharge any individual . . . because of such individual’s” “religious observance and practice.” An employer is surely entitled to have, for example, a no headwear policy as an ordinary matter. But when an applicant requires an accommodation as an “aspec[t] of religious . . . practice,” it is no response that the subsequent “fail[ure] . . . to hire” was due to an otherwise-neutral policy. Title VII requires otherwise-neutral policies to give way to the need for an accommodation.The only dissenting opinion was that of Justice Thomas who wrote:Mere application of a neutral policy cannot constitute “intentional discrimination.”…I would hold that Abercrombie’s conduct did not constitute “intentional discrimination.” Abercrombie refused to create an exception to its neutral Look Policy for Samantha Elauf ’s religious practice of wearing a headscarf… In doing so, it did not treat religious practices less favorably than similar secular practices, but instead remained neutral with regard to religious practices…Resisting this straightforward application of §1981a, the majority expands the meaning of “intentional discrimination” to include a refusal to give a religious applicant “favored treatment.”…But contrary to the majority’s assumption, this novel theory of discrimination is not commanded by the relevant statutory text.Write: In the first part of your initial post, you will need to introduce the Abercrombie & Fitch lawsuit. In this introduction, you will also need to (1) articulate the freedoms that companies in the United States enjoy given our relatively-free market system and (2) present the Title VII regulations concerning employment discrimination. These will provide the setting for you to be able to examine how the nation’s laws affect the hiring practices of Abercrombie & Fitch and other companies whose hiring policy includes a particular aesthetic for employees.In the second part of your initial post, present your analysis of this case in a way that identifies which entities (Abercrombie & Fitch as a corporation, the economic system in the USA, the regulatory control of the state, or all of these) have a role in the problem that led to the lawsuit under examination. In your analysis, you must assess the positive or negative effects of the interplay between business activity and one of the following: the free-market system, advertising, hiring regulations, or corporate social responsibility. Your focus must be an ethical analysis of this interplay. Be sure to clearly identify the ethical theory that you are applying in your analysis, and to support your analysis by reliable and/or scholarly sources.Your initial post should be at least 350 words in length and have citations and references in APA notation. It should address the prompt in its entirety. This means that you should not split your response to the prompt in multiple posts. Your examination should be both thorough and succinct. This is a combination that demands time and thought, so give yourself sufficient time to draft and revise.Your list of references for your initial post should include not only the video and the other required material for this discussion, as well as the Instructor Guidance and any other announcements presented to you by your professor. Use all of the material presented to you in the course and by your professor, in addition to any other sources that you consulted to inform yourself about this case (but not Wikipedia or similar sources)Require materialsWall Street Journal. (2015, June 3). Supreme Court rules against Abercrombie & Fitch in head scarf case (Links to an external site.)[Video file]. Retrieved from This video covers the 8-1 ruling by The Supreme Court. TranscriptAccessibility Statement (Links to an external Collins, C., & Sokolowski, J. (2015, June 12). Supreme Court sides with EEOC in Abercrombie & Fitch hijab case (Links to an external site.) [Blog post]. Retrieved from http://www.laboremploymentlawblog.com/2015/06/arti...This chronicles the Supreme Court’s reversal of judgment of the United States Court of Appeals for the Tenth Circuit.Accessibility Statement does not exist.Privacy Policy (Links to an external site.)Equal Employment Opportunity Commission v. Abercrombie & Fitch (Links to an external site.). 575 U. S. 1 (2015). Retrieved from http://www.supremecourt.gov/opinions/14pdf/14-86_p...This is the Supreme Court’s decision on this case, delivered by Justice Scalia, and it includes the only dissenting opinion by Justice Thomas.Geller, P. (2015, June 2). Why would a devout Muslim want to work at Abercrombie and Fitch? (Links to an external site.)Retrieved from http://www.breitbart.com/national-security/2015/06...This article questions the reasons that a Muslim would have to seek employment at a company that has a look policy that would appear to be unsuitable to Muslim values.Accessibility Statement (Links to an external site.)Privacy Policy (Links to an external site.)Olson, W. (2015, June 1). EEOC v. Abercrombie: Headscarfs and judicial modesty (Links to an external site.). Retrieved from http://www.cato.org/blog/eeoc-v-abercrombie-headsc...This article examines the shortcomings and risks of this Supreme Court decision.Accessibility Statement does not exist.Privacy Policy does not exist.Religion in the workplace: Bias unveiled (Links to an external site.). (2015, June 3). The Economist. Retrieved from http://www.economist.com/blogs/democracyinamerica/...This article examines the complicated nature of the ruling, which is in sharp contrast with Justice Scalia’s musings that this case was “really easy.”Accessibility Statement does not exist.Privacy Policy (Links to an external site.)Zakrzewski, K. (2005). The prevalence of “look”ism in hiring decisions: How federal law shoud be amended to prevent appearance discrimination in the workplace (Links to an external site.). U. Pa. Journal of Labor and Employment Law, 7(2), 431-461. Retrieved from https://www.law.upenn.edu/journals/jbl/articles/vo...This article examines the role of appearance in hiring decisions.