Question not identified

QUESTION(S) PRESENTED Question 1: Whether in Title VII, Civil Right Act of 1964, prohibition of discrimination based on race, color, and national origin; an employer is deemed not in violation of the Act, if the employer (Defendant) picks one out of a list of posted job qualifications and claims it to be decisive qualification regardless the other posted qualifications for the position and regardless of disputed evidence(s) introduced by the employer (Defendant). Question 2: Whether in Title VII, Civil Right Act of 1964, prohibition of discrimination based on race, color and/or national origin; an employer is deemed not in violation of the Act, not liable, and not to be held accountable for fostering a hostile work environment if the employer decides to not address hostile work environment complaints and fails to address hostile work environment complaints because the employer thinks and decides that the hostile work environment complaints brought to its attention were trivial. Question 3: Whether in Title VII, Civil Right Act of 1964, prohibition of discrimination based on race, color, and national origin; the Act sets a time frame considered to be too long of a time to show causal link between a grievance and an alleged retaliatory adverse action, despite evidence(s) showing that the alleged retaliatory adverse action(s) took place while the grievance was ongoing; and whether an employer is deemed not in violation of the Act, and not having engaged in retaliatory act if the employer can simply claim that an adverse action took place long after a plaintiff's grievance. Question 4: Whether in Title VII, Civil Right Act of 1964, prohibition of discrimination based on race, color, and national origin; an employer is deemed not in violation of the Act, if the employer (Defendant) simply and allegedly claims that an employee (Plaintiff) did not assert descriptive facts showing that higher paid colleagues and comparators were similarly situated and performed substantially equal work, and the employee (Plaintiff) instead provided evidences consisting of his or her EWP (Employee Work Profile) and salary record as well as those of his or her colleagues comparators as obtained from the employer (Defendant) through FOIA requests to show and prove his or her pay discrimination complaint.