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'?

questions presented are as follows: . 11 ||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 | _ 7 12 || completing a ‘voluntary section’ of an ‘employée application: especially when the ‘involunta : : 3 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 14 || Said race classifications? 15 |} Can a judge preside over a Case involving a litigant whom said judge once had a fiduciary, 16 attorney-client privilege, and/or business relationship with? 17 || 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; 18 || especially if the Supreme Court of The United States has already manifested such an extension for itself as a higher Court? . 19 20 a . . . . . a. 21 : : 22 ; 23 24 25 26 27 28 “AMENDED” PETITION Kaon-Jabbar East El FOR WRIT OF CERTIORARI (Pro Se) IN THE SUPREME COURT 4788 N. Lombard St., #5 OF THE UNITED STATES Portland, OR. 97283 09/07/2021 503.875.4783