“The 2008 EEOC Charge was against [Defendant], not [alleged harasser]. It was [Defendant], not [alleged harasser], who entered into the settlement agreement to increase Plaintiff’s annual gross compensation, to pay her a lump sum, to raise her grade classification, and to pay her attorney’s fees. Plaintiff has presented credible evidence that [Defendant]’s executives and managers retaliated against her for filing the 2008 Charge of Discrimination”.
Nguyen v. Metropolitan Transit Authority of Harris County, 2013 WL 4506001 at *3 (S.D. Tex. August 22, 2013) (Atlas, J.).