To meet her prima facie burden on a retaliation claim, Plaintiff must show that: 1) she engaged in protected conduct; 2) Defendant knew she had engaged in such conduct; 3) Plaintiff suffered an adverse employment action; and 4) absent Plaintiff engaging in protected conduct, Defendant would not have taken the adverse employment action. Id.; Lutz v. Donahoe, No. 13-CV-11335, 2014 WL 2218042, at *4 (E.D. Mich. May 29, 2014) (plaintiff must show "but-for" causation in a Rehabilitation Act retaliation claim). The latter two steps in the burden-shifting framework for retaliation claims are identical to the latter two steps for discrimination claims.