In Title VII of the Civil Rights Act of 1964, Congress generally prohibited private employers from discriminating against an individual "because of such individual's race, color, religion, sex, or national origin." 42 U.S.C. §§ 2000e-2(a)(1), 2(a)(2) and 2(c)(2). In 1972, Congress amended the statute to specify that " 'religion' includes all aspects of religious observance and practice, as well as belief, unless an employer demonstrates that he is unable to reasonably accommodate to an employee's or prospective employee's religious observance or practice without undue hardship on the conduct of the employer's business." § 2000e(j). Furthermore, an additional legal analysis is needed to determine, whether the initial Dismissal at the District Court level was a product of compromised adjudication. When the Founding Fathers established the Judicial Branch under the said Government, they expressly enacted a "Due Process Clause" to guarantee not only the 'unalienable rights' of American citizens, but to guarantee the judicial seat cannot be swayed by personal gain. The Constitutional questions presented are as follows:

Can an employer justify zero accountability for wrongful employee discrimination with a federal policy or statute, as a loophole to pressure an employee into the 'involuntary act' of coMpleting a 'voluntary section' of an emPloyee application ; especially when the 'involuntary act' of an employee is selecting from a list of 'voluntary' race classifications only after pressured by the employer, while disregarding employee's expressed religious conflict with said race classifications?

Can a judge preside over a Case involving a litigant whom said judge once had a fiduciary, attorney-client privilege, and/or business relationship with?

Can a lower Court suspend a Rule in order to extend filing deadlines, due to ungovernable conditions of natural disasters, such as global pandemics and national epidemics; especially if the Supreme Court of The United States has already manifested such an extension for itself as a higher Court?

Can an employer justify zero accountability for wrongful employee discrimination with a federal policy or statute, as a loophole to pressure an employee into the 'involuntary act' of completing a 'voluntary section' of an 'employee application'?