Question not identified

question presented is which court could have jurisdiction in improving laws keeping an employee from being terminated for having reported sexual abuse by their boss (mm my case, more than one), emotional trauma, was mobbed on the job, as the employer was aware the employee was going through a divorce from a person who committed an extraordinary abuse such as marriage fraud, domestic violence and/or filed more than one family restraining order with his/her boss to keep these persons off the employment premises? 2. The second question presented is which court could have jurisdiction in improving laws keeping an employee from being harassed and abused in as much as, ultimately, terminated knowing full well he/she sought doctors for stress on the job, but, continuously forced the employee into mental hospitalizations and terminated her/him anyway? 3. . The third question presented is whether Federal Court failed to recognize protections of victims of family violence with accommodations and safe guards, like a lighter workload, a safety transfer, different location, ii temporarily, that could be in place, if domestic violence was committed against said employee , especially if the illegal spouse was only out to get a green card? 4. The fourth question presented is which state specifically, protects whistleblowers, so the employee may still have grounds to sue their employer for wrongful termination if he/she was fired for reporting illegal conduct such as grade tampering to a government agency or refused to engage in it? 5. The fifth question presented is whether a violation of the ADA’s prohibition on discrimination when it required an employee to pay for a costly medical arbitration twice because it perceived him/her as having a mental impairment and forced to fight an article 75 in the Kings County Supreme Court for years when clearly the employee was an article 78 case.? 6. The sixth question presented is which District Court could amend laws to make more strict rules governing the filing of a LODI/Worker's from not being fired? | Could the employee be protected against fake charges and have those charges disregarded that may occur as retaliation the minute the Line of Duty Injury papers are signed upon being injured? Could the employer be forced into an investigation, immediately upon the employee writing up charges and filing a case of iil LODI (LINE OF DUTY INJURY)? 7. The seventh question presented is which courthouse could make more strict rules if an employee is labeled and/or fired by his/her boss as being "unfit" who is just exercising the right of speech in terms of his contact, making grievances and be protected for filing a Worker's Comp, FEMLA and domestic order from, an illegal spouse? 8. The eight question presented is must an employee file a new or amended charge alleging retaliation with the Equal Employment Opportunity Commission (EEOC) before filing suit under Title VIPs anti-retaliation provision if the employer's act of retaliation is a result of the employee’s filing of an earlier charge with the EEOC? 9. The ninth question presented is could there be an oversight in a lower court's decision to deem a case without merit as to the timeliness of a complaint because EEOC records failed to not be transferred from one courthouse to another? 10. The tenth question presented is could there be a plain error on the part of the Federal District Lower Court and The Court of in finding a case without merit when there was new evidence submitted of doctors seen on-goingly and multiple hospitalization records as well as there are clear retaliation laws in place? 11.) The eleventh question presented is could iv there be plain error on the part of the Court of Appeals State Workers’ Compensation laws that create a special set of protections for employees injured in work-related activities? 12. The twelfth question presented is could there be a plain error on the part of the Court Appeals since they follow Federal Laws a