Minor schedule change isn’t an adverse employment action — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily

Minor schedule change isn’t an adverse employment action

Get PDF file

by on
in Discrimination and Harassment,Human Resources

Judges sometimes use common sense. Take, for example, a recent case involving a woman who sued after her employer changed her days off so that she had to work six days straight.

Recent case: Belinda Grosskopf worked for the U.S. Postal Service and had a minor medical restriction that her doctor said couldn’t allow her to work more than five days in a row. When her supervisors changed schedules so she was forced to work six consecutive days, she sued, alleging disability discrimination. She used a sick day to get out of working the one extra day. 

The 5th Circuit Court of Appeals tossed out her case. It reasoned that such a small schedule change wasn’t an adverse employment action, and employees can’t sue just because their employers tweak the schedules. (Grosskopf v. Potter, No. 07-51397, 5th Cir., 2008) 

Leave a Comment

Previous post:

Next post: