Which description best defines an adverse employment action under discrimination laws?

Which description best defines an adverse employment action under discrimination laws?

• A. A minor schedule change with no impact
• B. A firing, demotion, or other change that is disruptive or harmful
• C. A routine job rotation
• D. A performance bonus

Answer: (B)

Adverse action in discrimination law means a negative action by the employer that materially harms the terms or conditions of employment. It’s not just any change—it’s one that a reasonable employee would find disruptive or harmful to status, pay, duties, or opportunities at work. Firing is a classic adverse action because it ends employment or greatly reduces status. Demotion fits too because it lowers rank or responsibilities and often pay. A change that is disruptive or harmful in a meaningful way meets the standard. Why the other scenarios don’t fit: a minor schedule change with no impact doesn’t affect core terms of employment; routine job rotation is a normal development activity and isn’t inherently harmful; a performance bonus is a positive outcome, not adverse.

Adverse action in discrimination law means a negative action by the employer that materially harms the terms or conditions of employment. It’s not just any change—it’s one that a reasonable employee would find disruptive or harmful to status, pay, duties, or opportunities at work. Firing is a classic adverse action because it ends employment or greatly reduces status. Demotion fits too because it lowers rank or responsibilities and often pay. A change that is disruptive or harmful in a meaningful way meets the standard.

Why the other scenarios don’t fit: a minor schedule change with no impact doesn’t affect core terms of employment; routine job rotation is a normal development activity and isn’t inherently harmful; a performance bonus is a positive outcome, not adverse.