Opinion ID: 77921
Heading Depth: 2
Heading Rank: 2

Heading: Van Voorhis Presented Evidence of an Adverse Employment Action.

Text: Even where direct evidence of discrimination exists, Van Voorhis must present evidence of an adverse employment action. See Hipp v. Liberty Nat'l Life Ins. Co., 252 F.3d 1208, 1230 n. 34 (11th Cir.2001). An adverse employment action is an ultimate employment decision, such as discharge or failure to hire, or other conduct that `alters the employee's compensation, terms, conditions, or privileges of employment, deprives him or her of employment opportunities, or adversely affects his or her status as an employee.' Gupta v. Fla. Bd. of Regents, 212 F.3d 571, 587 (11th Cir.2000) (quoting Robinson v. City of Pittsburgh, 120 F.3d 1286, 1300 (3d Cir.1997)). Hillsborough County argues that Van Voorhis did not suffer an adverse employment action because his application was incomplete when Knight was hired. We disagree. The conclusion of the district court that Van Voorhis did not suffer an adverse action was based on the erroneous assumption that the second recruitment period was the only relevant time period. Hillsborough County contends that Van Voorhis did not complain about its actions in connection with the first recruitment period, but Hillsborough County is wrong. Van Voorhis, in his Second Amended Complaint, alleged that Hillsborough County had over ten qualified applications when it rejected all applications for a new posting, and although it had the applications when it chose to re-post the job, it offered a position to a woman much younger than [Van Voorhis], who was not even qualified for the position. The rejection of Van Voorhis's application during the first recruitment period was an adverse employment action about which Van Voorhis complained.