Whether EEOC has a duty to protect employees from discriminatory light duty policies

QUESTIONS PRESENTED 1. Whether EEOC have a duty to an employee that come to them for assistance to protect the employee from a discriminatory enacted light duty policy that was changed to include a specific class of employees that was disabled or on light duty with medical issues; and then for EEOC to discard the employee who bought suit by giving a right to sue letter, while EEOC made the employer change back to a new light duty policy that included all of their over 500 employees, but didn’t protect the employee job. 2, What and who do the working: class people turn to when employees ask the _ justice system and the NC State Bar in their areas for assistance with unfair and unjust practices of attorneys to stop their unethical behavior towards a pro se litigant, and the employees receives no assistance and the bad behavior of the attorneys continues, along with the defendant the attorneys represent. 3.. Whether or not the Supreme Court can make rules and regulations to ensure the protection of the disabled who want to work and is working, to stop employers from fabricating barriers and allowing their administrators to enact policies and different rules only for specific employees whom legally they have no grounds to terminate their employment. 4.