EMPLOYER DISCRIMINATION; ADVERSE ACTIONS – Other

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Charging party must show as part of the prima facie case that a reasonable person under the same circumstances would view the action taken as adverse to charging party’s employment; charging party’s burden was not met where charge failed to allege sufficient facts to establish that a heated, non-disciplinary meeting was adverse to charging party’s employment; charging party’s burden was not met where charge failed to allege sufficient facts to establish that a denial of a grievance or a denial of a workday exchange was adverse to charging party’s employment.