Whether employers can demand statements of apostasy and restrict religious communication under Title VII of the Civil Rights Act of 1964 and whether pro se litigants must use specific language to overcome a motion to dismiss under the Due Process Clause

1) Under Title VII of the Civil Rights Act of 1964, can employers demand statements of apostasy as well as set restrictions on how an employee can communicate their religious beliefs or accommodation needs as a condition of employment? 2) Under the Due Process Clause and this Court ’s precedents, what magic words are needed to overcome a motion to dismiss for a pro se litigant?