respect to his [or her] compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin.” 42 U.S.C. § 2000e-2(a)(l). Accordingly, stating a claim of discrimination is protected conduct. “To establish that his activity is protected under Title VII, a plaintiff need not prove the merits of his underlying discrimination complaint, but only that he was acting under a good faith, reasonable belief that a violation existed.” Sumner v. United States Postal Serv., 899 F.2d 203, 209 (2d Cir.1990). We note that a general complaint of unfair treatment does not translate into a charge of illegal discrimination, and is not protected conduct under Title VII. See Barber v. CSX Distrib. Servs., 68 F.3d 694, 701-02 (3d Cir.1995) (<HOLDING>). The complaint must specifically mention the
holding that allegations that employee was yelled at for complaining about his discriminatory treatment and criticized  were not materially adverse actions holding that informal complaints to superiors about discrimination constitute protected activity holding that an employee must do more than make a vague charge of discrimination and that an employee who sent a letter complaining that charges against him were the product of ethnocentrism did not engage in protected activity under title vii holding police department employees opposition to discrimination by police officers against black citizens did not constitute protected activity under title vii holding that the plaintiffs letter to the human resources department complaining of unfair treatment in general and not specifically complaining about age discrimination did not constitute protected activity