With regards to EEOC Reasonable Charge Determinations issued pursuant to the EEOC investigation conducted, is the Reasonable Cause Determination automatically admissible or otherwise relevant enough to preclude summary judgment and dismissal by said evidence being deemed inadmissible or ignored through the judge's discretion for those parties whose claims failed EEOC conciliation in a jury or judge-tried case under Federal Rules of Evidence 403?

With regards to the words "valid nondiscriminatory" and "pretext" (material fact), what is the adequate definition or standard for evidence to be used where a prima facie case of retaliation has been put forth? Should the final stage of retaliation regarding "pretext" be resolved by the fact finders (jury or judge) following a trial either jury or bench, thereby precluding summary judgment?

With regards to EEOC Reasonable Charge Determinations issued pursuant to the EEOC investigation conducted, is the Reasonable Cause Determination automatically admissible or otherwise relevant enough to preclude summary judgment and dismissal by said evidence being deemed inadmissible or ignored through the judge's discretion for those parties whose claims failed EEOC conciliation in a jury or judge-tried case under Federal Rules of Evidence 403?