The EEOC does typically take charges of reverse discrimination very seriously, but if the claim is not resolved through the EEOC process, courts are more likely to dismiss such cases as it is normally quite difficult to prove reverse discrimination.
In addition, if the manager treats others similarly, not because of race, but because he is generally a bully, that would make it even more difficult to prove such a case normally.
Therefore, the strongest claims you may have here would appear to involve defamation and possibly interference with contract relations, since the manager is making false statements about you that you can prove are false and appears to be engaging in a course of action designed to disrupt your relationship with the employer, perhaps even trying to get you fired from your job.
Give this, it would normally be best to retain a local employment law attorney to communicate a demand to the manager directly that such conduct cease or legal action may be taken to protect you from further bullying, or a suit for damages may be filed if your reputation or employment relationship are injured.
Here is a link that discusses this type of tort claim:
The state and local bar associations can provide attorney referrals. The state bar's website is at calbar.org.
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