the prima facie case, a plaintiff must prove her employer’s retaliatory motive played a part in the decision to terminate her. Gilooly v. Mo. Dep’t of Health and Senior Servs., No. 04-2460, 2005 WL 2086428, 421 F.3d 734, 739, slip op. at 8 (8th Cir.2005) (citing Kipp v. Mo. Highway and Transp. Comm’n, 280 F.3d 893, 896-97 (8th Cir.2002)). A plaintiff may also satisfy the causation element by demonstrating a close temporal proximity between a sexual harassment complaint and discharge. See, e.g., Turner v. Gonzales, No. 04-3426, 2005 WL 2077090, 421 F.3d 688 (8th Cir.2005) (finding five days be tween filing of a sexual harassment complaint and discharge sufficient to meet the causation element of plaintiffs prima facie case of retaliation); Sherman v. Runyon, 235 F.3d 406 (8th Cir.2000) (<HOLDING>). Despite the two-month lapse between
holding that sufficient evidence of causation existed where adverse employment action occurred less than two months after protected activity holding two days is sufficient to prove causation holding that a two month period might be enough  to prove the causation prong holding that by itself three and onehalf months was insufficient to prove causation holding that securities fraud plaintiffs do not have to prove loss causation to obtain class certification