Opinion ID: 149283
Heading Depth: 3
Heading Rank: 2

Heading: Written Counseling on January 15, 2003

Text: Hill also claims that he was discriminated against when Frogge gave him written counseling following the incident with the non-disposable tray. This claim fails, however, because no reasonable jury could find this counseling to be an “adverse employment decision.” An adverse decision requires “a significant change in employment status, such as hiring, firing, failing to 2 Although at one point Hill and Soles did work side-by-side, this was after Soles had retired and was working as a trainer. At that point, they were performing different functions. 8 No 09-5305 Hill v. Nicholson, et al. promote, reassignment with significantly different responsibilities, or a decision causing a significant change in benefits.’” White, 533 F.3d at 402 (internal quotation marks omitted). Here, there is no indication that Frogge’s counseling had any long-term impact on the terms or conditions of Hill’s employment. See id. (“In general, a negative performance evaluation does not constitute an adverse employment action unless the evaluation has an adverse impact on an employee’s wages or salary.” (internal quotation marks omitted)). Furthermore, there are again no similarly situated non-protected individuals who received better treatment. Hill presented no evidence that Soles was involved in a similar incident, and the other supervisors who Hill claims went undisciplined were all African-American.