Whether the adverse employment action of wrongful termination in response to a dental disability, the use of genetic information to deny future FMLA leave, and religious discrimination through threats of discipline for following a biblical principle of treating others as one would want to be treated, constitutes a valid claim under federal employment laws

Question Presented The treatment in the adverse action of a wrongful termination in response to my dental disability, using the genetic information pertaining to my Parents to deny me FMLA in the future of my employment which is considered an “Anticipatory Breach” and threatening to discipline me due to my belief in Christianity to treat others (customers) as I would want to be treated as written in scripture: Matthew 7:12 12 Therefore, whatever you want men to do to you, do also to them, for this is the Law and the Prophets. And further, the continuance of harassment while both still employed as noted in my 89 page EEOC charge that includes forms, graphs, exhibits, and where I clearly noted harassment on the EEOC Intake questionnaire form, contrary to the footnotes on page 14 of Judge Nancy Atlas’s judgment (also in