1. If management of a company orders and directs
activities outside of its facilities listed under 42
U.S.C. § 2000e-2(a)(c) or framing-up an/or under
18U.S.C. § 242 a person who has been
discriminated on its corporate grounds, should
the allegations be allowed to be investigated as
evidence under 29 CFR § 18.401 in an
employment litigation case?

2. In separate appeals; 21-1235 Doc 9 & 24-2691 Doc
8, the U.S Court of Appeals for the Seventh
District; were presented similar evidence of
working in a hostile environment for an
employment claim, and bad faith practices by the
Defendant. One decision vacated the dismissal,
while the other decision affirmed it. How can this
be?

3. In the first appeal 21-1235 Doc 9; the Plaintiffs
made allegations, that the Defendant was
involving third parties to commit acts of
enticement/seduction by female personnel
inside/outside of the company's employment
boundaries? With the dismissal vacated, did ;
District Court need instructions from the
Appellate Court on how it should proceed?

4, In an employment litigation case; after the
complaint is filed; the Plaintiff later discovers the
Defendant has been perpetrating acts against the
Plaintiff to remove him from employment.
Regardless if these were criminal acts or not, can
the new evidence be investigated.

5. Ifa person was involved in committing bad faith
acts against the Plaintiff for that company,
should they be mandated by the court to be
interrogated in a case against the Defendant?

Whether management's directives outside corporate facilities constitute actionable employment discrimination under federal statutes and investigative regulations