until Jan. 29, 2007. Meanwhile I was still subjected to an environment that adversely affected my disability. On Mar. 24, 2007 I was again assigned to the construction area and again my disability worsened. IV. In Feb. 2007 I filed a complaint against my Supervisor. In Mar. 2007 I filed a grievance regarding my performance evaluation. In Oct. 2007 I was issued a final counseling. V. I believe that I have been discriminated against due to my disability. I also believe that I have been retaliated against due to my complaints against my Supervisor and the grievance I filed. The Eighth Circuit has held that charges of harassment generally are not like or related to claims of retaliation and discrimination. See Kells v. Sinclair Buick-GMC Truck, Inc., 210 F.3d 827, 836 (8th Cir.2000) (<HOLDING>); see also Duncan v. Delta Consolidated Indus.,
holding retaliation claim not reasonably related to discrimination charges where eeoc complaint set forth retaliation as a motive for plaintiffs termination and not as a motive for plaintiffs overtime assignments holding that eeoc charge filed by plaintiff more than 180 days after alleged incident of sexual harassment was timely where alleged sexual harassment violation continued as hostile work environment through time of plaintiffs termination holding that discriminatory failure to rehire and termination are not reasonably related holding sexual harassment claim was not like or related to retaliation allegations and therefore was outside the scope of the administrative charge holding that plaintiffs claims of discriminatory demotion and termination as set forth in eeoc charge were not like or related to his claims of harassment by another individual