The U.S. Supreme Court has rejected the requirement that a claimant must show that they have suffered “significant” or “serious” harm to prevail on a Title VII discrimination claim. Instead, in a recent decision, the court held that a plaintiff may prevail on a Title VII discrimination claim by showing any disadvantageous change in the terms or conditions of employment.
While the Supreme Court case considered a disadvantageous employee transfer, courts will likely use the new standard to analyze the Title VII impact of all changes to the terms, conditions, or privileges of employment.
