1. The first question presented is which court
could have jurisdiction in improving laws
keeping an employee from being terminated
for having reported sexual abuse by their boss
(mm my case, more than one), emotional
trauma, was mobbed on the job, as the
employer was aware the employee was going
through a divorce from a person who
committed an extraordinary abuse such as
marriage fraud, domestic violence and/or filed
more than one family restraining order with
his/her boss to keep these persons off the
employment premises?

2. The second question presented is which court
could have jurisdiction in improving laws
keeping an employee from being harassed and
abused in as much as, ultimately, terminated
knowing full well he/she sought doctors for
stress on the job, but, continuously forced the
employee into mental hospitalizations and
terminated her/him anyway?

3. The third question presented is whether
Federal Court failed to recognize protections of
victims of family violence with
accommodations and safe guards, like a
lighter workload, a safety transfer, different
location,
temporarily, that could be in place, if domestic
violence was committed against said employee ,
especially if the illegal spouse was only out to get a
green card?

4. The fourth question presented is which state
specifically, protects whistleblowers, so the
employee may still have grounds to sue their
employer for wrongful termination if he/she was
fired for reporting illegal conduct such as grade
tampering to a government agency or refused to
engage in it?

5. The fifth question presented is whether a
violation of the ADA's prohibition on
discrimination when it required an employee to
pay for a costly medical arbitration twice because
it perceived him/her as having a mental
impairment and forced to fight an article 75 in the
Kings County Supreme Court for years when
clearly the employee was an article 78 case.?

6. The sixth question presented is which
District Court could amend laws to make
more strict rules
governing the filing of a LODI/Worker's from not
being fired? | Could the employee be protected
against fake charges and have those
charges disregarded that may occur as retaliation
the minute the Line of Duty Injury papers are
signed upon being injured? Could the employer be
forced into an investigation, immediately upon the
employee writing up charges and filing a case of
LODI (LINE OF DUTY INJURY)?

7. The seventh question presented is which
courthouse could make more strict rules if an
employee is labeled and/or fired by his/her boss as
being "unfit" who is just exercising the right of
speech in terms of his contact, making grievances
and be protected for filing a Worker's Comp,
FEMLA and domestic violence/Restraining order
from, an illegal spouse?

8. The eight question presented is must an
employee file a new or amended charge alleging
retaliation with the Equal Employment
Opportunity Commission (EEOC) before filing
suit under Title VIPs anti-retaliation provision if
the employer's act of retaliation is a result of the
employee's filing of an earlier charge with the
EEOC?

9. The ninth question presented is could there be
an oversight in a lower court's decision to deem a
case without merit as to the timeliness of a
complaint because EEOC records failed to not be
transferred from one courthouse to another?

10. The tenth question presented is could there be
a plain error on the part of the Federal District
Lower Court and The Court of in finding a case
without merit when there

Question not identified