retaliation claim it will be i certainly understand you know that cinched in that employers feel about this notion of a you know get out of jail free card right so we don't want repurpose of evaluating the one hundred and one rule toby six you can look at the allegations in the complaint you can look at any documents that are referenced in the complaint as well as you know anything is properly subject should your usual notice so we eat you didn't cat him but you could have what was what was alleged in those complaint what was alleged was that he had been discriminated against on behalf of her on because of her gender and because of her religion and because of her ra just so i'm clear i mean that the people we are we don't have a complaint but there'd be the district court characterizes these complaints as complaining about the fact that these people were using to leave out was that i soon that was in the complaints you're not saying that wasn't him that was that was in the complaint of the matter as a matter of context not with part of the e e o c complaint but you're saying that in addition to that you also  isn't anywhere no nowhere it's lead other than a you know reference to the fact that there were other grounds for retaliation other than leave misused complaints in the underlying he'll place so that's the issue rezone investigation uncovered who discovered the the e mails disclosing quote unquote protected information but i mean i read that i read it and i didn't notice that manager you know wants to hire you know his brother's company to you know their been here for something and the supervisor read you know this morning complains about you know nepotism is not you know it protected characteristic protected issue under title seven but just because you use that as a vehicle for explaining the circumstance doesn't mean that there's not a one thousand issues at hand because what happens if the manager says well see this is why i don't hire women because they always you know complain this is why don't you know promote black people because they're always protesting just because you don't use a story deal the only thing that alleged with all this business about the the use of time on that is your honor the allegation the charge made in the  all about at least according to the district court judge and we look at the complaint is all about this bad activity on on the violations but then we think that yes but also we did check some boxes on the c complaints related if those facts were part of the complaint or if kambli had attached a complaint of discrimination with the boxes checked it would be enough under the law because the learned case is instructive on this point in order to engage in protected activity opposing discrimination then the like employee needs to have a reasonable belief that the participation or opposition is based on title s again if that fact was before the four and it's not it's not here and it's not below it's not part of the record but if that fact were a part of the record i don't think we'd be in that position today although i would note that the court also found based on the you know that is i read your motion that you found in the district where you just seemed to me that you were you wanted to clean up the complaint and to relate there was excess verbiage and he made accusations about mister shout a lawyer and you wanted those stricken and then you complained about you know this is the allegations relating to the overtime or the levy siege policy which is not a protected activity but i didn't get the hint from your motion that you you expected this case to be dismissed with prejudice your honor what i backed it with there was no way that that was not the theme of  from playing to get around the problem but those proposed amendments did not in any way address for failure to allege that she had engaged to protect that activity under title stop rather the proposed amendment only went causation so what kambli proposed to the court she said ok or i can amend my complaint i can fix a problem but the government see you here's how i'm going to do it i'm going to delete the motivating factor language that i put my st cause of action for wrongful termination and i'm going to replace it with a done that she didn't do that prior to today she didn't provide those facts to this record there was no record of it and she hasn't done it today and based on that your honor if you could tell me her counsel and with a little bit more than just and to be honest and if you're not you can be subject to some pretty severe sanctions under rule eleven and then run yes or on a ok let's hear from the other says got one us what's your obligation to provide that information to the judge that was part of your complaint because the judge is just looking at what you alleged doesn't know doesn't have access to the e e o c complaints so and here we're looking at a person if you said discretion of exhaustion we believe that we we met at birth and i would add that you know it was knowledge of the patient that the judge was going to you know pass judgment on the merits of the case and say oh well