as he did for the retaliation claim: that the plaintiff had a “medical inability to perform her duties.” Def.’s Mot. at 31. The plaintiff counters with the same challenges to the defendant’s proffered reason and adequately rebuts it. Pl.’s Opp’n at 22, 26 (indicating that she could have worked with accommodations and that the agency would suffer no undue hardship because her position required no work) and Compl. ¶ 13 (alleging that Ridgely caused the plaintiffs disability). Specifically, the plaintiffs claim that the defendant’s discriminatory practices caused her illnesses, and as with the plaintiffs hostile work environment claim, the court concludes that it is too early to resolve the merits of the plaintiffs discrimination claim based on her removal. Cf. Cones, 199 F.3d at 521 (<HOLDING>). c. The Reassignment of the Plaintiffs Work
holding that the conflicting explanations given by defendants agents for the plaintiffs termination were also sufficient to raise a reasonable inference that defendants proffered reasons for the termination were pretextual the inconsistent testimony  regarding the motivating reasons for plaintiffs termination cast doubts on the asserted nondiscriminatory legitimate reasons and may alone  be sufficient to preclude summary judgment on plaintiffs claim holding that drugrelated misconduct is a legitimate nondiscriminatory reason for termination holding that a reason cannot be proved to be a pretext for discrimination  unless it is shown both that the reason was false and that discrimination was the real reason holding that the plaintiffs argument rebutting the defendants legitimate nondiscriminatory reason on the plaintiffs discrimination claim also rebutted the defendants reason on the plaintiffs retaliation claim because they were the same holding that an employee may establish that the legitimate reason for an employment decision offered by an employer is pretextual by showing by a preponderance of the evidence either that the discrim inatory reason was the true reason motivating the employers conduct or that the profferred legitimate reason was false