Opinion ID: 166041
Heading Depth: 3
Heading Rank: 2

Heading: Warning Letter

Text: 17 ISD issued Ms. Medina a warning letter for knowingly and maliciously filing false claims with the Human Resources Department. Disciplinary proceedings, such as warning letters and reprimands, can constitute an adverse employment action. See Roberts v. Roadway Express, Inc., 149 F.3d 1098, 1104 (10th Cir.1998); Marx v. Schnuck Markets, Inc., 76 F.3d 324, 329 (10th Cir. 1996). A reprimand, however, will only constitute an adverse employment action if it adversely affects the terms and conditions of the plaintiff's employment—for example, if it affects the likelihood that the plaintiff will be terminated, undermines the plaintiff's current position, or affects the plaintiff's future employment opportunities. See Roberts, 149 F.3d at 1104. 18 Here, while we share the District Court's concern that ISD, whose policy apparently is to encourage the reporting of sexual harassment and other workplace misconduct, disciplined Medina for having made just such a report, we also agree that the warning letter at issue falls short of an adverse employment action. Ms. Medina had already been offered the job at CSW and resigned from ISD at the time the letter was issued. The letter was not placed in Ms. Medina's personnel file. Moreover, Ms. Medina has not demonstrated that CSW—or any subsequent employer, for that matter—has discovered or could discover the letter in the future. Therefore, we conclude that the warning letter could not be found to adversely affect the terms or conditions of Ms. Medina's employment. Thus, it is not an adverse employment action.