as to any material fact and the movant is entitled to judgment as a matter of law.” Fed. R. Civ. P. 56(a); Haire, 719 F.3d at 362, B. Giles argues that Defendants -discriminated against her due to her gender in violation of Title VII and the equal protection clause. She cites both Defendants’ nonrenewal of her employment and the decision to not approve a pay increase. Giles has not presented any direct evidence of discrimination; therefore, under the McDonnell Douglas burden-shifting framework, she must first establish a pri-ma facie case of gender discrimination. Bryan v. McKinsey & Co., 375 F.3d 358, 360 (5th Cir. 2004) (citing McDonnell Douglas Corp. v. Green, 411 U.S. 792, 93 S.Ct. 1817, 36 L.Ed.2d 668 (1973)); Lee v. Conecuh Cty. Bd. of Educ., 634 F.2d 959, 962 (5th Cir. 1981) (<HOLDING>). To establish a prima facie case, Giles must
holding that lprs are entitled to the protection of the equal protection clause holding that we lack jurisdiction over unexhausted equal protection claims holding that doctrine does not violate equal protection recognizing the application of mcdonnel douglas to equal protection claims holding that the state law violated equal protection principles