control board was that within his job description i know that he primarily had been doing r and d work after time i know that you say that it was most often you know people who were more junior who didn't have degrees or were doing  c but it seems to me that it was within his job portfolio i would probably concede that it's not entirely clear but yes i would agree that that was part of part of his work  so explain to me this is this is my question about the adverse employment action and it seems like you know that if there's an adverse employment action that so explain to me is it is it the fact that his bonus opportunities  be ninety five percent of the work was the r and b work which is that's the bonus which which there's no question supervisor tyler concedes that if he doesn't you are you were there is no bonus so that's don't see that you know moving a desk or you know a threat that i'm going to punish you if you don't get these these lab results on i would admit that it individually it's not enough but again if we it deprive him of the opportunity to earn a bonus so you have to be careful at that argument don't you because we have cases seeing that when you're not entitled to a bonus that it's not an average women action not to get one it so how do that's correct that's correct well but it's also if i can also share not not not to invade your next question but shift to the downward shift in job responsibilities and that's that's the  another whereas in your case it's emphasizing a different course in her reallocating responsibilities within a portfolio right yes i would agree with you know the one carry out the that the fiber testing is purview because it could have been done and typically was done by more junior people who are less skilled or less educated without degrees or are you saying that was outside his purview as it was not part of his assignments because i understood it was something that he centimes did and could be called on to do it was just the case that as a practical matter ninety percent or ninety five percent of his work before hand had been six different categories of work for which he could achieve a bonus in fact they use the work the work you know he says he was under fairly shifted to pay the larger buddhist throughout the year four eligible throughout the year to receive three thousand dollars so in the st quarter he was able to receive seven hundred and fifty dollars one cent quarter of that are in  cases he in fact you know hasn't pointed to him being distracted from work on the basis of his association with a disabled person although that's the the prongs he's chosen to pursue now there just isn't any evidence of that in the record and the evidence in the record that anyone ever mentioned did upon disparage him regarding his association with his grandfather or his grandfather's illness rather disability mr perry was never disciplined in any way during this case after asking to change his schedule and his pay and position never changed after his changing his schedule to take we to care for his grandfather in one day a week during the work week so we'll allow you to move to a schedule where you get one day offering the work week but you work during saturday so  right and so then that me came the offer he received then around december of th he well he didn't want to do that because he had school on saturdays that he wanted it so rather than that he decided and says hey we haven't heard from mr pierre he is in over a year we want to do a few coming back to work and if we don't hear from you in a week we're going to assume that you know he's not coming back we're going to discharge his women summary judgment actually affirmatively put forward evidence and self that he was meeting all of medline us expectations and performing well it work so even if we were to get if we get into the association