The opinion
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NOT FOR PUBLICATION
In the
United States Court of Appeals
For the Eleventh Circuit
____________________
No. 23-12536
____________________
TERESA BOYD,
Plaintiff-Appellant,
versus
U.S. POSTMASTER GENERAL,
Defendant-Appellee.
____________________
Appeal from the United States District Court
for the Northern District of Florida
D.C. Docket No. 4:21-cv-00234-AW-MAF
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2 Opinion of the Court 23-12536
____________________
Before WILLIAM PRYOR, Chief Judge, and LAGOA and KIDD, Circuit
Judges.
PER CURIAM:
“Neither snow nor rain nor heat nor gloom of night stays
these couriers from the swift completion of their appointed
rounds.”1 This unofficial motto captures the United States Postal
Service’s core function: the uninterrupted delivery of mail. This
appeal involves Appellant Teresa Boyd’s admitted inability, at cer-
tain times following workplace injuries, to perform that function
for the Postal Service.
After the Postal Service refused to assign Boyd to limited
duty due to injuries from two workplace accidents, Boyd filed suit
against Louis DeJoy, in his official capacity as United States Post-
master General, alleging race, sex, and age discrimination under
Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e-16(a),
and the Age Discrimination in Employment Act of 1967, 29 U.S.C.
§ 633a(a); disability discrimination under the Rehabilitation Act of
1973, 29 U.S.C. § 794; and retaliation under Title VII, 42 U.S.C. §
2000e-16(a). At summary judgment, the district court concluded
that Boyd failed to present sufficient evidence to support any of her
claims.
1 United States Postal Service, Unofficial Motto, https://about.
usps.com/who-we-are/postal-history/mission-motto.pdf (Oct. 1999).
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23-12536 Opinion of the Court 3
After careful review of the record, and with the benefit of
oral argument, we affirm the entry of summary judgment in favor
of the U.S. Postmaster-General. Boyd’s race, sex, and age discrim-
ination claims fail because the record contains no evidence that any
protected characteristic played any role in the Postal Service’s only
challenged personnel action: its refusal to assign her to limited duty
after her accidents. Her disability discrimination claim fails be-
cause, although she had a disability, she never made a specific re-
quest for a reasonable accommodation and, in any event, could not
perform an essential function of her position during flare-ups of her
injuries. And her retaliation claim fails because, despite alleging
numerous workplace incidents, Boyd presented no evidence that
any protected activity was known to the relevant decisionmakers
at the time or that retaliation played any part in the challenged ac-
tions.
I. FACTUAL AND PROCUEDURAL BACKGROUND
Boyd is a Black female over the age of 60 who has been em-
ployed by the Postal Service since 1998. At the time relevant here,
Boyd was a full-time carrier technician at the Lake Jackson station
in Tallahassee, Florida. As a carrier technician, she organized the
deliveries for her assigned routes and then drove a mail truck to
deliver the mail and packages. She also became a union shop stew-
ard in 2008 and union president in 2018.
Boyd twice suffered injuries in on-duty accidents involving
her mail truck—neck and back strains in February 2015, and finger,
wrist, and ulnar nerve injuries in October 2016. She filed workers’
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4 Opinion of the Court 23-12536
compensation claims based on both incidents. After the second ac-
cident, the Postal Service said there were no assignments that fit
within Boyd’s medical restrictions, and she remained out of work
until October 2017, when she “returned to full-time status with a
25-pound weight lifting restriction.”
After a flare-up of her ulnar nerve injury in May 2019, Boyd
was temporarily restricted from driving a mail truck by her doctor.
By August 2019, however, it appears Boyd had been cleared to re-
sume driving, except during “flare-ups” of her neck strain, during
which her doctors advised that she would be unable to drive or
complete her duties.
In August 2019, for example, Boyd submitted a Duty Status
Report, or “CA-17” form that Boyd’s doctor completed about her
neck injury. The form stated that Boyd “[w]ill require more time
than usual to complete mail delivery route,” and that she “[w]ill
have occasional flare-ups of her neck problems such that she will
not be able to turn her head [and] so will be unable to drive during
the flare-ups,” which “last a few days.” Boyd was also restricted to
lifting no more than 15 pounds intermittently. Her doctor included
this same information in a short letter accompanying the CA-17
form.
In November 2019, January 2020, and February 2020, Boyd
submitted additional CA-17 forms and letters about her neck in-
jury. They largely repeated the same instructions, apart from even-
tually raising her lifting restriction to 25 pounds. The February
2020 CA-17 forms, for instance, said that, during a flare-up, Boyd
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“will not be able to turn her head and she will not be able to drive
during the time. Her flare-ups last a few days. She is unable to
drive a postal vehicle.” Her doctor otherwise indicated that Boyd
could drive 4–6 hours per day, as required for her job, and could
work eight-plus hours. According to Boyd, she experiences flare-
ups about four times a year that last two to three days, and she is
aware of the onset of a flare-up before beginning work for the day.
Boyd performed full-time limited duty work from May to
October 2019. On October 22, 2019, however, supervisor Waylon
Morrison ordered Boyd to go home, putting her on unpaid “emer-
gency placement,” after she submitted several requests for infor-
mation as union representative. Boyd left as ordered but forgot her
keys. When she reentered the building to get them, station man-
ager Matthew Staley threatened to call the police. These events
followed a similar incident on August 29, 2019, when Boyd was
given a one-day emergency placement after submitting a request
for information to Morrison. According to Boyd, the union con-
tract stated that emergency placement was limited to three rea-
sons: (a) causing injury to self or other; (b) being intoxicated on
duty; and (c) for the safety of the Post Office.
On October 25, 2019, Boyd initiated an informal EEO com-
plaint relating to the October 22 incident and emergency place-
ment, alleging race, sex, age, and disability discrimination. Morri-
son was interviewed about the events approximately one month
later.
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Meanwhile, on October 26, 2019, Boyd returned to work,
purportedly for a fact-finding process regarding the events on Oc-
tober 22. But Morrison refused to complete the fact-finding, and
he instead informed Boyd that the Postal Service had no assign-
ments that fell within her medical restrictions. Boyd asked to be
allowed to return to her full-time job, but Morrison again said he
had nothing within her medical restrictions.
On November 14, 2019, Boyd received notice that she
would be suspended for two weeks for the October 22 incident.
Morrison accused her of yelling at him on the workroom floor and
acting aggressively in attempting to snatch the requests for infor-
mation from his desk. Boyd filed grievances for both the emer-
gency placement and the suspension, and both grievances were up-
held, expunging all discipline for the alleged misconduct.
On February 11, 2020, Morrison offered Boyd a limited-duty
assignment—casing mail for one of her previously assigned
routes—for 1.5 hours per day. During that meeting, Boyd asked
why he was offering her just 1.5 hours when “[she] could do [her]
job.” Morrison claimed it was the “only work they had available
within [her] medical restrictions.” Acting on the advice of her un-
ion, Boyd took the offer to preserve her employment.
Then, on May 15, 2020, supervisor Paul Steele confronted
Boyd about where her car was parked. Boyd parked in the front
parking lot reserved for Postal Service customers—instead of the
employee lot—even though she had been parking there for 15
years without issue. Several days later, on May 21, acting station
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23-12536 Opinion of the Court 7
manager Vanessa Cobb, against whom Boyd had previously
lodged an EEOC charge, yelled and “scream[ed]” at Boyd that she
needed to park in the employee parking lot and was not allowed to
park out front. The next day, Cobb put Boyd on emergency place-
ment. Boyd amended her October 2019 EEO filing to include these
actions. Then, in July 2020, Boyd was served a notice of removal
for the May 21 incident. Again, though, Boyd filed grievances for
the action, resulting in the expungement of the information from
her personnel file.
Boyd returned to her 1.5-hour limited-duty assignment in
September 2020, but she was ordered to leave the station once her
shift ended, and she was banned from entering any other post office
in Tallahassee.
Later, in February and March 2021, Boyd received three let-
ters from the Postal Service’s District Reasonable Accommodation
Committee, asking her to submit medical documentation and
other forms reflecting her need for an accommodation. The Postal
Service District Reasonable Accommodation Committee is the
Postal Service’s established means of determining reasonable ac-
commodations. Although Boyd was familiar with the Committee
for years before her accidents, she had never reached out to the
Committee with her request for an accommodation. As noted, the
Committee first contacted Boyd, and she ultimately declined to
participate.
Boyd sued the U.S. Postmaster General in June 2021, assert-
ing claims of discrimination based on race, sex, age, and disability,
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8 Opinion of the Court 23-12536
and of retaliation for protected activity. See 42 U.S.C. § 2000e-16(a);
29 U.S.C. §§ 633a(a), 794. Following discovery, the Postal Service
moved for summary judgment.
After a hearing on the motion, the district court granted
summary judgment on Boyd’s discrimination claims. The district
court found no support in the record for Boyd’s claims that her
race, sex, or age played a role in the employment decisions she chal-
lenged. The district court concluded that her disability claim failed
because the undisputed facts showed that Boyd could not drive a
mail truck—an essential function of her position—when she had
flareups of her neck and that Boyd failed to make a specific request
for a reasonable accommodation for her flare-ups.
Regarding her retaliation claim, the district court ordered
Boyd to file a notice that more clearly identified the adverse actions
at issue and denied the Postal Service’s motion without prejudice
to renew. After Boyd filed the ordered notice, the Postal Service
again moved for summary judgment. The district court granted
the motion because the evidence failed to establish a causal con-
nection between Boyd’s protected activity and the alleged retalia-
tion. Boyd now appeals.
II. STANDARD OF REVIEW
We review the grant of summary judgment de novo. Anthony
v. Georgia, 69 F.4th 796, 804 (11th Cir. 2023). Summary judgment
is appropriate when no genuine disputes exist as to any material
fact, even when we view the evidence in the light most favorable
to the non-movant. Id.; see Fed. R. Civ. P. 56(a). A genuine dispute
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23-12536 Opinion of the Court 9
of material fact exists if a reasonable jury could return a verdict for
the non-movant on the issue. Stewart v. Happy Herman’s Cheshire
Bridge, Inc., 117 F.3d 1278, 1284–85 (11th Cir. 1997). But “unsub-
stantiated assertions alone are not enough.” Anthony, 69 F.4th at
804 (quotation marks omitted).
III. ANALYSIS
At the outset, we note that Boyd’s presentation of the facts
both at summary judgment and in her appellate briefing was diffi-
cult to discern. The challenge, as the district court observed, and
as our own review confirms, is that Boyd never clearly identified
which factual events correspond to which legal claims.
During oral argument, however, Boyd narrowed the scope
of her discrimination claims, clarifying that her race, sex, age, and
disability discrimination claims rested on a single adverse action:
the Postal Service’s refusal, from 2016 onward, to grant her a lim-
ited-duty assignment beyond the 1.5 hours of work per day she was
permitted.
A. Race, Sex, and Age Discrimination
To bring a claim under either Title VII or the federal-sector
provision of the Age Discrimination in Employment Act, Boyd
must prove that (1) her employer took a “personnel action[]”
against her, 42 U.S.C. § 2000e-16(a), and (2) that “discrimination
tainted the decision-making process.” Buckley v. Sec’y of Army, 97
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10 Opinion of the Court 23-12536
F.4th 784, 794 (11th Cir. 2024). 2 Personnel actions must therefore
be “untainted by any consideration of” the protected ground. Babb
v. Wilkie (“Babb I”), 589 U.S. 399, 402 (2020). If “discrimination
plays any part in the way a decision is made, then the decision is
not made in a way that is untainted by such discrimination.” Babb
v. Sec’y, Dep’t of Veterans Affs. (“Babb II”), 992 F.3d 1193, 1204 (11th
Cir. 2021).
“[A] federal employer violates the law if it allows race [or
other prohibited] discrimination to contribute to any personnel ac-
tion—even if the federal employer would have made precisely the
same decision had it not engaged in race discrimination.” Buckley,
97 F.4th at 793; see also Terrell v. Sec’y, Dep’t of Veterans Affs., 98 F.4th
1343, 1352 (11th Cir. 2024). To show circumstantial evidence of
discrimination, an employee may point to “suspicious timing, am-
biguous statements, and other bits and pieces from which an infer-
ence of discriminatory intent might be drawn,” “systematically bet-
ter treatment of similarly situated employees,” and evidence of pre-
text. Lewis v. City of Union City (Lewis II), 934 F.3d 1169, 1185 (11th
Cir. 2019).
In viewing the record, the district court determined that
Boyd had shown no evidence “from which a jury could conclude
that the [Postal Service’s] refusal to provide a light-duty work
2 “Because the relevant provisions of ADEA and Title VII are materially iden-
tical,” we have interpreted them in parallel. Babb v. Sec’y, Dep’t of Veterans Affs.,
992 F.3d 1193, 1198–1200 & n.4 (11th Cir. 2021).
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assignment . . . was based on Boyd’s race, sex, or age.” We agree
with that conclusion. Even viewing the evidence submitted in the
light most favorable to Boyd, a reasonable jury could not conclude
that her race, sex, or age played a role in a personnel action against
her. See Babb II, 992 F.3d at 1199.
Rather than identifying direct or circumstantial record evi-
dence, Boyd merely asserts in conclusory terms that “younger,
white employees and men have been assigned to full-time limited
duty tasks,” while Boyd has been refused the same assignment, and
that younger, white, or male (or some combination of these char-
acteristics) employees were otherwise treated more favorably than
she was. These conclusory assertions are insufficient to create a
genuine dispute of material fact to preclude summary judgment in
favor of the Postal Service.
Although Boyd need not rely on the McDonnell Douglas bur-
den-shifting framework 3 by pointing to comparators similar to her
“in all material respects,” Lewis v. City of Union City (Lewis I), 918
F.3d 1213, 1227 (11th Cir. 2019) (en banc), Boyd failed at the sum-
mary judgment stage to develop any argument that a potential
comparator was similarly situated to her, or even similar at all. In-
stead, Boyd simply relied on undeveloped assertions that others
outside her class were treated better with no record evidence to
support those assertions.
3 McDonnell Douglas Corp. v. Green, 411 U.S. 792 (1973).
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The same is true on appeal. Boyd’s speculative argument
that several potential, unidentified comparators were given lim-
ited-duty assignments or generally treated more favorably does
not, without more, show that the Postal Service’s challenged ac-
tions were “tainted” by race, sex, or age discrimination. After all,
we have no means of determining from these generalizations
whether the Postal Service treated like employees differently be-
cause we have no way of assessing whether the alleged compara-
tors were, in fact, like employees for purposes of performing a com-
parison.
In sum, Boyd presented only unsubstantiated assertions of
race, sex, or age discrimination, which are insufficient to raise a
genuine issue of material fact necessary to avoid summary judg-
ment. See Anthony, 69 F.4th at 804; Stewart, 117 F.3d at 1284–85.
B. Disability Discrimination
The Rehabilitation Act “prohibits federal agencies from dis-
criminating in employment against otherwise qualified individuals
with a disability.” Mullins v. Crowell, 228 F.3d 1305, 1313 (11th Cir.
2000); see 29 U.S.C. §§ 791, 794(a). Because the Rehabilitation Act
adopts the standard for determining liability under the Americans
with Disabilities Act (“ADA”), “cases involving the ADA are prece-
dent for those involving the Rehabilitation Act.” Owens v. Gover-
nor’s Office of Student Achievement, 52 F.4th 1327, 1333–34 (11th Cir.
2022); see 29 U.S.C. § 794(d).
A “qualified individual” under the ADA is “an individual
who, with or without reasonable accommodation, can perform the
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essential functions of the employment position.” 42 U.S.C.
§ 12111(8). “[E]ssential functions are the fundamental job duties of
a position that an individual with a disability is actually required to
perform.” Holly v. Clairson Indus., L.L.C., 492 F.3d 1247, 1257 (11th
Cir. 2007) (quotation marks omitted). Essential functions “do not
include the marginal functions of the position.” Samson v. Federal
Express Corp., 746 F.3d 1196, 1200 (11th Cir. 2014) (quotation marks
omitted).
To make a “prima facie case of discrimination,” Boyd must
show that “(1) she had a disability; (2) she was otherwise qualified
for the position; and (3) she was subjected to unlawful discrimina-
tion as the result of her disability.” Garrett v. Univ. of Ala. at Birming-
ham Bd. of Trs., 507 F.3d 1306, 1310 (11th Cir. 2007). To prove that
she was “otherwise qualified for the position,” Boyd must show
that she “could perform the essential functions of the job with or
without reasonable accommodations.” Lucas v. W.W. Grainger,
Inc., 257 F.3d 1249, 1255 (11th Cir. 2001). An accommodation is
reasonable “if it allows the disabled employee to perform the es-
sential functions of the job in question.” Frazier-White v. Gee, 818
F.3d 1249, 1255 (11th Cir. 2016). Employees bear the burden of
“identifying an accommodation and demonstrating that it is rea-
sonable.” Id.
There is no dispute that Boyd had a disability due to her two
workplace vehicle accidents. The record reflects two limitations
on Boyd’s ability to perform her original job of carrier technician.
First, she cannot lift more than 25 pounds. There is no dispute that
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14 Opinion of the Court 23-12536
the lifting restriction can be and has been accommodated. Second,
Boyd is unable to turn her neck—and so cannot drive a postal ve-
hicle—during a flare-up of her neck injury. It is not disputed that
driving a mail truck is an essential function of Boyd’s position.
Boyd testified that a flare-up occurs approximately four times per
year and lasts for two to three days, and that she was aware of the
onset of a flare-up before arriving for work. Construing that testi-
mony in her favor, Boyd would be unable to drive a vehicle for
approximately eight to twelve days per year.
Boyd maintains that she could have performed the essential
functions of her former position through the accommodations of
using her leave or being reassigned during flare-ups. The district
court concluded that reassignment would not be a reasonable ac-
commodation, because “an employer is not required by the ADA
to reallocate job duties in order to change the essential functions of
a job,” Earl v. Mervyns, Inc., 207 F.3d 1361, 1367 (11th Cir. 2000), or
to “create a permanent light-duty position,” Frazier-White, 818 F.3d
at 1256. That is true. But ultimately, the fatal flaw with Boyd’s
discrimination claim is that she cannot point to any evidence that
she actually requested an accommodation from the Postal Service.
To trigger an employer’s duty to provide a reasonable ac-
commodation, an employee must make a “specific demand for an
accommodation.” Gaston v. Bellingrath Gardens & Home, Inc., 167
F.3d 1361, 1363 (11th Cir. 1999). That request must include a
“demonstrat[ion] that such accommodation is reasonable.” Owens,
52 F.4th at 1334. And this demonstration requires an employee to
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23-12536 Opinion of the Court 15
“identify her disability and suggest how the accommodation will
overcome” it. Id. Although Boyd identified her disability and ex-
plained why it rendered her unable to do her job without accom-
modation, she did not make a “specific demand” for any accommo-
dation. Id. Boyd’s CA-17 forms did not propose that Boyd could
take leave on days she could not drive. And although Boyd avers
that she asked for a “reasonable accommodation” in person in Oc-
tober 2019 and February 2020, her request was limited to being able
to “come back to work” rather than identifying a specific, reasona-
ble accommodation.
Additionally, Boyd’s late-requested accommodation would
not allow her to perform the functions of her job. Boyd contends
that the Postal Service could accommodate her by “allowing [her]
to temporarily work in another role or use her leave during flare-
ups.” But moving her to another role would not “allow[] [Boyd]
to perform the essential functions of the job.” Earl, 207 F.3d at
1365.
We thus turn to Boyd’s ability to take leave as a proposed
reasonable accommodation. In support of her argument that leave
is sufficient, Boyd tells us that between November 2017 and May
2019 she performed her full-time job with “use of her own leave
time as an accommodation.” But Boyd does not cite any record
evidence for this fact. Neither Boyd’s deposition nor her declara-
tion discuss her use of leave during this period. Boyd’s deposition,
in fact, suggests that her neck and back troubles did not require her
to avoid driving on certain days during that period. And when she
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had to stop driving in May 2019, it was because of her hand injury,
not her neck or back. The record evidence neither establishes her
leave practices nor tells us how many days of leave she had per
year. Further, the lack of record evidence makes it impossible to
determine whether Boyd’s leave requests would amount to peri-
odic absences or whether she would regularly require someone
else to perform the “essential functions of [her] job,” rendering her
no longer qualified for her position. Cramer v. State of Fla., 117 F.3d
1258, 1264 (11th Cir. 1997).
Because Boyd fails to meet her “burden of persuasion” that
a reasonable accommodation exists, Earl, 207 F.3d at 1367, much
less that she requested one in the first place, we affirm the district
court’s judgment on Boyd’s claim for disability discrimination.
C. Retaliation
Title VII protects federal employees from retaliation. Babb
II, 992 F.3d at 1203. “Because we’ve said retaliation falls within the
category [of] ‘discrimination’ under § 2000e-16(a), that means that
‘[a]ll personnel actions’ must be made ‘free from any’ retaliation.”
Buckley, 97 F.4th at 798. So “if retaliation for engaging in a pro-
tected activity under Title VII taints the decision-making process
for any personnel action, that violates the federal-sector provi-
sion—even if the employer would have made the same decision
absent retaliation.” Id.
One way to establish a Title VII public-sector retaliation
claim is by establishing a prima facie case of retaliation under the
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McDonnell Douglas framework. Rosado v. Sec’y, Dep’t of the Navy, 127
F.4th 858, 876 (11th Cir. 2025). An employee must show that (1)
she engaged in protected activity (by, for example, initiating an
EEOC complaint); (2) she suffered an adverse action; and (3) a
causal link exists between the protected activity and the adverse
action. Id. The causal relationship element can be met with evi-
dence that would allow a reasonable jury to find that retaliation
“play[ed] any part” in the employer’s decisionmaking process.
Buckley, 97 F.4th at 798; see also Rosado, 127 F.4th at 876. That re-
quires proof “that the relevant decisionmaker was aware of the
protected conduct.” Patterson v. Ga. Pacific, LLC, 38 F.4th 1336,
1351 (11th Cir. 2022).
Causation can be established by showing close temporal
proximity between the protected activity and the employment ac-
tion at issue, “[b]ut mere temporal proximity, without more, must
be very close.” Thomas v. Cooper Lighting, Inc., 506 F.3d 1361, 1364
(11th Cir. 2007) (quotation marks omitted) (in the context of a but-
for inquiry, holding that a period of three to four months, without
more, was too long to establish an inference of causation); see Buck-
ley, 97 F.4th at 798–99 (in a federal sector case, holding that a period
of seven to eight months was too long to establish an inference of
causation). “Thus, in the absence of other evidence tending to
show causation, if there is a substantial delay between the pro-
tected expression and the adverse action, the complaint of retalia-
tion fails as a matter of law.” Thomas, 506 F.3d at 1364.
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Here, we conclude that the district court did not err by
granting the Postal Service’s motion for summary judgment on
Boyd’s retaliation claim. See Anthony, 69 F.4th at 804. Boyd failed
to sufficiently establish causation between any of her protected ac-
tivities and the allegedly retaliatory personnel actions. Nor did
Boyd point to other evidence that retaliation “played any part” in
the Postal Service’s decisions.
The events leading to Boyd’s emergency placement on Oc-
tober 22, 2019, and Staley’s associated threat to call the police, pre-
dated Boyd’s October 25, 2019, initial EEO contact, so they could
not have been in response or reaction to it. See Thomas, 506 F.3d at
1364. Although the October 26, 2019, incident and her November
14, 2019, suspension closely followed that initial EEO contact,
Boyd failed to show that Morrison, the relevant decisionmaker,
was aware of that activity at the time. See Patterson, 38 F.4th at
1351. Morrison denied having knowledge, and it appears his EEO
interview did not occur until November 25, 2019, i.e., after the
events at issue.
Nor does the record support a reasonable inference of cau-
sation between Boyd’s protected activity and the remaining actions
at issue. The February 11, 2020, modified job offer occurred more
than three months after Boyd’s October 25, 2019, initial EEO con-
tact, and predated her February 14, 2020, EEO contact. Similarly,
the May 15 and 21, 2020, incidents happened three months after
Boyd’s February 14, 2020, EEO contact. And the same is true of
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23-12536 Opinion of the Court 19
Boyd’s May 22, 2020, emergency-placement assignment. 4 Without
more, these three-month (or longer) periods are insufficient to rea-
sonably infer a causal connection. See Thomas, 506 F.3d at 1364.
Although it appears Boyd amended her EEO complaint to
include the May 2020 incidents before she was served a notice of
removal on July 8, 2020, nothing suggests that the relevant deci-
sionmakers were aware of that protected conduct. See Patterson, 38
F.4th at 1351. Boyd also claims that she was denied entry to other
stations for union matters and ordered to leave the Lake Jackson
station as soon as her shift ended. But again, the record lacks evi-
dence that the relevant decisionmakers knew of her EEO activity
at the time. See id. In sum, Boyd did not present enough evidence
to show that retaliation played a part in any of the personnel ac-
tions she identified. See Buckley, 97 F.4th at 798–99.
IV. CONCLUSION
For the reasons stated, we affirm the district court’s sum-
mary judgment orders entered in favor of the U.S. Postmaster-Gen-
eral.
AFFIRMED.
4 The evidence that Boyd submitted that some supervisors voiced their sup-
port of the notice of removal does not show that the notice was issued retalia-
torily.