Whether CAFC made an error in their decision to dismiss CAFC 2023-1698

QUESTIONS PRESENTED Whether CAFC made an error in their decision to dismiss CAFC 2023-1698 which was about DIA’s Admin Judge's Failure to Postpone Clearance Hearing Long Enough For Me To Get A Lawyer, And DIA’s Admin Judge’s Failure To Consider My Legitimate Discrimination and Retaliation Concerns in the Clearance Revocation Hearing, And whether Employer Discrimination is going to be allowed to flourish in the Department of Defense (DoD) and the Missile Defense Agency (MDA) and the Defense intelligence Agency (DIA). And whether CAFC Violated Constitutional Law when they failed to address the discrimination by MDA and DIA. Whether anyone or any organization can deny access to EEO records ina Discrimination Case, Complaint or Appeal. And whether MDA can intentionally withhold vital evidence they have in their possession that would change the outcome of the CAFC decision, such as the H: harddrive containing dates, times, and people for numerous instances of disparate treatment, discrimination and retaliation, the EEO records of the discriminators and the EEO records of the discriminating organization, and The FBI investigation that cleared Mr. Adams of any wrongdoing. Whether CAFC can deny an Oral Argument Request for a case of this magnitude and have justice prevail. And whether Mr. Adams’ Sixth Amendment Rights were violated . when CAFC disregarded/ignored his request for an oral argument, in effect, denying him of his right to be heard, and denying him of his right to face his accuser. 2 of 31 “Equal Justice Under The Law’ “DIA’s Admin Judge’s Failure to Postpone Clearance Hearing Long Enough For Me To Get A Lawyer, And DIA’s Admin Judge’s Failure To Consider My Legitimate Discrimination and Retaliation Concerns in the Clearance Revocation Hearing are both wrongful and illegal” “MDA’s Adverse Actions Are All A Pretense For Employer Discrimination” . NOTE ON MISSING EVIDENCE CAFC did not have access to vital evidence when they made their decision. So it is imperative that you consider, subpoena if necessary, the evidence that was never provided to them, evidence that would have changed their decision! Mr. Adams’ Pentagon Drug Tests (that were supposed to be Random but weren't) and who requested them (whether MDA tried to cover-up their discrimination by trying to create a drug motive). Mr. Adams’ FBI Investigation (the one MDA ignored because they didn’t like the results that cleared me before proceeding with their own in-house investigation with the predetermined outcome they wanted). Mr. Adams’ Unclassified Personal Harddrive or H: Drive containing 6 years and 6 months of daily emails and weekly documentation regarding MDA, Unlawful Termination, Prohibited Personnel Actions, and other Disparate Treatment, Disparate Impact, Discrimination and Retaliation | was subjected to while working at MDA. The EEO Records Of The 3 Discriminators (Michael Waschull, Douglas Clover and LtG Patrick O’Reilly) and The EEO Records Of The MDA Organization (including the EEO records from the WHS who processed MDA EEO complaints during the time | worked at MDA before MDA brought their EEO process in-house to better control and conceal their EEO complaints). There has never been a discrimination case where the EEO records were never even examined! 3 of 31 “Equal Justice Under The Law” “DIA’s Admin Judge’s Failure to Postpone Clearance Hearing Long Enough For Me To Get A Lawyer, And DIA’s Admin Judge’s Failure To Consider My Legitimate Discrimination and Retaliation Concerns in the Clearance Revocation Hearing are both wrongful and illegal” “MDA’s Adverse Actions Are All A Pretense For Employer Discrimination” NOTE ON DOD’S DISCRIMINATORY CLEARANCE SYSTEM AND MDA’S EMPLOYER DISCRIMINATION DoD’s Clearance System is Discriminatory and Must Be Fixed. It Allowed Mr. Waschull and MDA to use the Discriminatory Clearance System to revoke ALL of my clearances instead of just revoking SCIF Access, in order to terminate me and prevent me from getting anothe