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Reynolds v. Dept. of the Army, 3d Cir., No. 10-3600, July 22, 2011.

Articles Discussing Case:

Performance Improvement Plan (PIP) is not an "adverse employment action" for purposes of federal anti-discrimination laws.

Ogletree Deakins • August 09, 2011
In order to support a claim of employment discrimination, an individual typically must show that an “adverse employment action” was taken, and that such action was based upon a protected characteristic. To constitute an adverse employment action for purposes for federal anti-discrimination laws, such action must create a significant change in an employee’s status, and includes firing, failure to promote, reassignment with significantly changed job responsibilities, or a significant change in other employee benefits.

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