Read the following excerpt from a US court opinion:
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both Mr. Schneider and Mr. Zakaras agree that the possibility existed, at the October 25th meeting, that Mr. Zakaras would obtain another supervisory position. In fact, Mr. Zakaras knew of another United employee, who after calling someone a “stupid nigger,” was transferred from his supervisory position in Ramp Services to another supervisory position as a Zone Controller with no loss in pay. (Pl.’s SMF ¶ 98.) Consequently, at the October 25th meeting, there remained a possibility that Mr. Zakaras was going to be transferred to another department as a supervisor. The Seventh Circuit has held that transfers, with no loss in pay, are, in some instances, not considered adverse employment actions. See, e.g., Williams v. Bristol-Myers Squibb Co., 85 F.3d 270, 274 (7th Cir.1996) ; Crady v. Liberty National Bank and Trust Co.
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What is the most suitable continuation to the opinion? Your options are:
A. holding that reduction in workload is an adverse employment action
B. holding that suspension with pay was not adverse employment action
C. holding that transfer involving no reduction in pay and only a minor change in working conditions does not rise to the level of a material adverse employment action
D. holding that a change in work schedule and request that an employee perform two additional tasks did not rise to the level of an adverse employment action
E. holding a transfer or reassignment may rise to the level of an adverse employment condition if it is a significant change in working conditions
Reply with [A, B, C, D, E] only.