Opinion ID: 3001570
Heading Depth: 3
Heading Rank: 3

Heading: Change in Job Title and Duties

Text: Finally, Ms. Maclin submits that she suffered an adverse employment action when, upon her return from medical leave, Ameritech refused to reinstate her as the team lead and changed her title. To survive summary judgment on this claim, she must establish that the change in job duties and title constitute an adverse employment action within the meaning of the statute. Id. Ms. Maclin and Ameritech agree that she returned to work at the MU salary grade, the same grade that she had before her leave of absence. Gentilini, the new team lead, also had that salary grade. Ameritech contends that, because Ms. Maclin’s position has the same salary, benefits and opportunities for promotion as the person in the team lead role, denying her the team lead position was not an adverse employment action. See Grayson v. City of Chicago, 317 F.3d 745, 750 (7th Cir. 2003). Ms. Maclin does not offer any evidence that there is a difference, significant or otherwise, between her duties as complex bids manager and the team lead. She contends only that some time after Gentilini was made team lead, 14 No. 07-1751 Ameritech officially changed her title from area manager to complex bids manager. Ms. Maclin submits that she suffered an adverse employment action because that change in title resulted in a loss of prestige. This contention fails to establish that Ms. Maclin suffered an adverse employment action. An adverse employment action must involve a material, substantive change in an employee’s pay and responsibilities. Grayson, 317 F.3d at 750. An employee has not suffered an adverse employment action if her title changes but her position remains the same in terms of responsibilities, salary, benefits and opportunities for promotion. Id. Even a change in title that deprives an employee of prestige is insufficient if it lacks more substantive effect. See id. Ms. Maclin contends only that Ameritech changed her title after she was placed in Bid Central and in the MU salary, and that it did so on the basis of her race or gender. It is undisputed that Ms. Maclin remains in the same salary grade that she held before her title changed in 2004 from area manager to complex bids manager. She has not established that the change had any significant or material affect on her job or opportunities for advancement. See id. Ms. Maclin has not shown that, if she had been given the team lead role upon her return to work, she would have had better responsibilities, salary, benefits or opportunities for promotion. Id. In fact, she conceded that the team lead position as it exists today does not have the responsibilities that she had as team lead in 2003. At most, Ms. Maclin contends that she lost prestige when Ameritech changed her title and began calling her a complex bids manager instead of an area manager. Therefore, she has failed to establish that she suffered an adverse employment action; she consequently cannot state a discrimination claim No. 07-1751 15 because she failed to establish a necessary element of her prima facie case. Id.; Raymond, 442 F.3d at 610.