rated his performance as “commendable,” the third on a scale of five possible ratings. Pl.’s Opp’n at 7; Def.’s Mot. at 3. The November 2000 performance evaluation came five weeks after the plaintiffs attorney requested a hearing from an administrative judge at the EEOC. Pl.’s Opp’n at 7. According to the defendant, the plaintiffs allegation that the 2000 performance appraisal was retaliatory should be dismissed because the plaintiff cannot prove a prima facie case of retaliation. Def.’s Mot. at 11. Specifically, the defendant argues that the plainti 0 evaluation five weeks after his protected activity, the court determines that the plaintiff established the causal link necessary for a prima facie case of retaliation. Goos v. Nat’l Ass’n of Realtors, 715 F.Supp. 2, 3-4 (D.D.C.1989) (<HOLDING>). Because the plaintiff established a prima
holding that the plaintiff has established temporal proximity when the plaintiff engaged in protected activity on june 23 1988 and the defendant terminated the plaintiff on august 1 1988 holding that the burden is on the plaintiff holding that the combination of temporal proximity and negative statements concerning the employees protected activity can create a triable question of fact on the issue of retaliatory motivation even in the presence of legitimate performancerelated reasons for terminating the plaintiff holding that a temporal proximity of one month between the plaintiffs protected activity and adverse employment action was sufficient to establish a causal connection recognizing temporal proximity when agency had knowledge of employees protected activity