I have to agree that I don't understand how you didn't remember the July EEOC claim.

But even if you have a pending EEOC claim, if you took excessive breaks against policy, they can terminate you for that. They would probably have to prove that they also terminated others (over time) for taking excessive breaks to prove that the EEOC claim wasn't the reason, but if that is how they normally operate, then it would not be retaliation for the EEOC claim.

And honestly, you haven't stated what your original claim was for or even this one -- it is perfectly legal to terminate you for excessive breaks. What were the EEOC claim(s) for? Age, gender, race, use of FMLA/ADA etc? How do you think you were discriminated against?

It is possible you might have a retaliation claim, but I kind of doubt it.