Whether an employer violates federal anti-retaliation laws by disciplining the sole employee who reported workplace discrimination, while failing to discipline other employees who engaged in similar or more egregious conduct

1. Federal anti-retaliation protections prohibit adverse treatment in response to protected activity, particularly where comparable conduct by others goes unpunished. Whether an employer violates federal anti retaliation laws by disciplining the sole employee who reported workplace discrimination, while failing to discipline other employees who engaged in similar or more egregious conduct. 2. Due process under the Fourteenth Amendment requires courts to fairly evaluate all properly presented arguments and evidence. Whether the actions of the district and appellate courts deprived Petitioner of his constitutional right to a fair and impartial trial, in violation of the Due Process Clause of the Fourteenth Amendment, by excluding key evidence and failing to address substantial issues raised by Petitioner. 3. Title VII prohibits retaliatory termination following protected activity when the action lacks legitimate justification and deters future reporting. Whether the anti-retaliation provisions of Title VII prohibit terminating an employee shortly after engaging in protected activity, where the termination lacks legitimate justification and chills further reporting of discrimination. 4. Pro se litigants are entitled to fair consideration of properly filed motions, especially where the evidence relates directly to constitutional claims. Whether a federal appellate court may disregard a pro se litigant ’s properly submitted motion to supplement the record with critical medical evidence —without explanation —thereby violating the litigant ’s constitutional right to due process. iii