Task: Wrong Candidate Generation
Input (English): been substantial in gross,” we reversed the district court’s dismissal of the complaint and remanded for a factual determination of whether the alleged “campaign reached the threshold of actionability under section 1983.” Id. at 625. We reiterated this point in DeGuiseppe v. Village of Bellwood, 68 F.3d 187, 192 (7th Cir.1995), by explaining that “even minor forms of retaliation” such as “diminished responsibilities” or “false accusations” can be actionable under the First Amendment if sufficiently adverse to chill employee speech on matters of public concern. Since then, we have consistently applied this standard. E.g., Fairley v. Femaint, 482 F.3d 897, 903 (7th Cir.2007) (“Suppose the white guards at a prison mercilessly harass the black guards and make their lives miserabl r.2002) (<HOLDING>). Indeed, even the Fourth Circuit case cited by 
 Holding statements: (A) recognizing that outside of the employment context speech that would chill a person of ordinary firmness is actionable (B) holding that in the first amendment employment context harassing speech must constitute constructive adverse employment action to be actionable (C) recognizing that code is speech (D) holding that speech must be a threat or coercion to be actionable (E) holding that statute reaching beyond purely commercial speech to chill fully protected speech can merit application of the overbreadth doctrine
Output (English): holding that in the first amendment employment context harassing speech must constitute constructive adverse employment action to be actionable