Whether the courts improperly applied zero tolerance harassment policies under Title VII, EPA, ADA, and EEOC standards in evaluating multiple alleged race-based adverse actions and discrimination claims

A. Did the courts below properly apply SCDOT zero tolerance harassment policies. Title VII , EPA, ADE A, ADA, EEOC harassment & hostile work environment law, temporal proximity rules, and or this Supreme Courts Eighth Circuits, Muldrow vs. St. Louis 04/17/24 decision regarding materiality, “severe and pervasive ” levels to all (37) plus alleged race based adverse actions and 10 claims, facts and evidence in total, in the light most favorable to the non movant per summary judgement rule 56? B. If a company prepares a salary study with errors and only compares one black employee salary to one white employee salary that have the same job and similar experience, is the internally produced salary study with errors unreliable to satisfy Title VII evidence burden of production. AICPA and GAAP independence rules or would an accurate externally prepared salary analysis based on third party data comparing multiple employees be more reliable ? C. If an employee reports perceived discriminations supported by third party or direct working documents and videos and is forcefully transfered to report to the supervisor accused of discrimination 9 days later, Did the company exercise reasonable violate Title VII, or any law, if afterwards, that supervisors threats culminates into several tangible adverse job action or interference? D. Does firing an employee 6 days after he states he filed and EEOC complaint constitute possible tangible Title VII protected activity retaliation violation?