Which of the following constitutes an adverse employment action?

Which of the following constitutes an adverse employment action?

• A. A minor change in schedule
• B. A firing, demotion, or another disruptive employment change
• C. A perk such as flexible work hours
• D. A routine performance review with recognition

Answer: (B)

An adverse employment action is any action by an employer that harms the terms and conditions of employment—such as job status, pay, hours, or job duties. Firing or demotion directly changes an employee’s status and the level of responsibility or compensation, which is why it fits this concept as a classic adverse action. A minor schedule change is typically not considered adverse unless it significantly alters terms like pay or core duties; a perk is positive, and a routine performance review with recognition is also positive feedback. So the firing, demotion, or another disruptive employment change most clearly constitutes an adverse employment action.

An adverse employment action is any action by an employer that harms the terms and conditions of employment—such as job status, pay, hours, or job duties. Firing or demotion directly changes an employee’s status and the level of responsibility or compensation, which is why it fits this concept as a classic adverse action. A minor schedule change is typically not considered adverse unless it significantly alters terms like pay or core duties; a perk is positive, and a routine performance review with recognition is also positive feedback. So the firing, demotion, or another disruptive employment change most clearly constitutes an adverse employment action.