Retaliation, discrimination, both, or neither?

I recently left a job that I felt was discriminatory and hostile. I was at the company for a year, originally starting out as a Temp employee for 40 hours per week, and then moved to a permanent part-time employee (part-time was at my request due to me trying to start a side business) in August. The company created a brand new position for me in Software Support. I was a great worker, and did everything I was asked to do, even going over above in many cases. My pay was not great, but I wanted to get specific work experience with a Manufacturing ERP that they used, which is why I agreed to stay on. As per my job description, I made numerous suggestions for process improvements (most of which went ignored by my manager). When I moved to a company employee, the HR person never sent out the announcement, although she did so for everyone else, I just figured she overlooked it. I was asked to cover for someone who was going to be out on medical leave for 3 months, and I welcome the opportunity to learn a new function. I questioned HR as to whether I would receive a bump in pay for the time I was taking on new responsibilities, The HR person told me that due to the size of the company, their company policy was they don't do that. I didn't balk - I just thanked her for letting me know the company policy. Once I was training for the new function, my list of what I would be responsible for kept growing, so I asked for a meeting with my manager and the other dept manager, and that other manager declined (my manager accepted). The other manager indicated that "if I have a problem with the way his department is run, I should speak with him directly". I respectfully disagreed with him and told him that my manager should be involved in the discussion. That other manager immediately fired me from the position. When I asked for help from the HR person to see if she could help me repair bridges with that other manager, I was told "The Department has decided to go in a different direction so your help is no longer needed". She did not offer to help me with the situation and the other manager. Back in August, right after I took on my new role, I asked my manager if I could go full time or at least pick up more hours, as I needed more money, as my side business got derailed when my father in law died from cancer. His answer was something along the lines of "we will see". A few weeks later, I emailed him about whether they had a full time opportunity for me, and he never replied. I reported safety concerns about the Receptionist role in November (I was their receptionist 1 day per week), and made some suggestions for improvements. I sent this to our Safety Team manager and my manager. The Safety Manager's response was " I’m not certain that your 1) and 2) below are very good ideas however, I don’t think it is 100% up to me. I will bring both points up at our next staff meeting with the management team which won’t be until after the new year." I never heard another word and no changes were made. Instead, what happened was that my boss stuck me up at the front desk for 4 days per week when the primary receptionist retired (which she had given notice of to our manager no less than 6 months prior) - in spite of my safety concerns. Also, when my position was "created", there was no job description and no goals, no expectations set forth for it. I had to ask HR and my manager several times for a job description, finally got one - have completed - several months later. Also, I had to ask for a performance review - which I never received. I did not get goals - that discussion was supposed to take place mid-December, and it never did. I gave my two week notice after receiving this email from my boss at 6:25 am on the first day of the other receptionist's retirement: Good news is HR is settling up two interviews for the receptionist position. Bad news the three of you have to cover the front desk until a new employee is hired. Lori will cover the front desk Monday through Friday. **** and **** will cover the front desk on Fridays. After we get thru the accounting review and 401k audit and tax returns we will adjust the coverage". I have been unable to work a few days afterward, due to having pneumonia and bronchitis, but my plan was to go back to work on Feb 7 and finish out my last few days. When I got to work, I found out that a large number of people had been out sick with a stomach flu while I was away, but they were all forced to come back to work on the Friday prior for "Mandatory overtime". Since my immune system was already compromised, I left at noon. The HR person sent me an email indicated that my resignation had been accepted and my job was over. No need to return. I went on LinkedIn to find that my position had been posted a few hours prior, and it was a FULL TIME role. To make matters more interesting, our previous receptionist had a stalker who would leave vulgar and threatening messages on the general voice mail box. The company simply recorded those messages for her so in case she had to go to the police, she had those recordings. The company did not file a complaint with the police. The reason I had raised my safety concerns in November was that I had picked up one of his messages on voice mail, and since our front doors did not have locks, I was concerned for my safety, should he come barging in the office. Additionally, any one off the street could walk in to the front office, and we had random visitors daily. Last Monday, which turned out to be my last day, that person left another vulgar message, which I reported to HR, my manager, and IT. I was told that he had made a copy of it and that I could delete it. That, coupled with my exposure to the flu, just made me so glad that Monday was my last day. I have since had some email exchanges with HR that were disappointing. Lastly, this HR person, on 2 occasions that I witnessed, disclosed HIPAA-protected information about one employee, one via email, and during the second occasion, she discussed an employee's health information with another employee right in front of me. I am glad to be out of there. I set up a discussion with the EEOC for June. I'm wondering if I should also contact an attorney, Department of Workforce Development, and/or the Unemployment office? Also, am I wrong in thinking that not only was I in a hostile work environment, but that I was also constructively discharged. I am in Wisconsin, if that matters. Any thoughts or feedback are appreciated!