charge.” Thornton, 587 F.3d at 32. “Where the retaliatory act is claimed to have occurred prior to the filing of a charge, as is the case here, and the plaintiff fails to allege a retaliation claim in the subsequent charge, the retaliatory act will not reasonably relate to the charge.” Velazquez Rivera v. Danzig, 81 F.Supp.2d 316, 327 (D.P.R.2000) (citing Seymore v. Shawver & Sons, Inc., 111 F.3d 794 (10th Cir.1997), aff'd in part, 234 F.3d 790 (1st Cir.2000)); see Johnson v. Cleveland City Sch. Disk, 344 Fed.Appx. 104, 110 (6th Cir.2009) (“As a rule, we have found that retaliation does not reasonably grow out of a substantive claim of discrimination if the retaliation occurred before the EEOC charge was filed.”); Ndondji v. InterPark, Inc., 768 F.Supp.2d 263, 279 (D.D.C.2011) (<HOLDING>); Crooks v. Wal-Mart Stores of Texas, LLC, 2009
holding that plaintiff who filed administrative charge for racial harassment and discrimination could add claim for retaliation because some of the same facts supported both types of claims recognizing similar analysis applies to discrimination and retaliation claims holding that discrimination and retaliation claims are considered distinct types of claims that must be raised independently if the retaliation occurred prior to the filing of the administrative charge holding that title vii retaliation claims must be proved according to traditional principles of butfor causation which requires proof that the unlawful retaliation would not have occurred in the absence of the alleged wrongful action or actions of the employer holding plaintiff did not exhaust his retaliation claim where his eeoc charge made no mention of retaliation