1. Does Title VII of the Civil Rights Act of 1964 mandate trial courts exclude comparators who received a benefit discriminatorily doled out as defined in Hishon v. King & Spalding, 467 U.S. 69 (1984) from its analysis solely because the comparators received such benefit outside the 180-day statutory period for filing an EEOC Charge of Discrimination?

2. Is it ever appropriate to negate FLSA compliance for all school employees whether exempt or non-exempt when the time invested surpasses the minimum workload requirements?

3. Is it constitutionally equitable for school districts that receive federal funding to allow inequalities between exempt and non-exempt employees who perform the same or similar extra duties (i.e.. Theatre Directors and Theatre Technical Directors)?

Does Title VII mandate trial courts exclude comparators who received a benefit discriminatorily doled out as defined in Hishon v. King & Spalding from its analysis solely because the comparators received such benefit outside the 180-day statutory period for filing an EEOC Charge of Discrimination?