Lisa applied and interviewed for a managerial position at her company and was not selected. She was not given any feedback from the interview. Tony, her male co-worker was selected for the position. Lisa felt that the promotion was unfair, since she had more seniority than Tony and decided to file a gender discrimination complaint with her local Equal Employment Opportunity Commission (EEOC). The EEOC investigated the complaint and did not find any evidence of discrimination. Both Lisa and Tony's employment was in good standing, however Tony had past managerial experience, which was listed as a requirement on the job. This aspect, then made him a stronger candidate for the job than Lisa, who had more seniority, but lacked the managerial experience. In the next several months, Lisa noticed a change from her manager. Prior to the complaint being filed, he was very personable towards her and often made small talk around the office. After the complaint, he was very short with her and did not engage in any small talk. During her performance evaluation, she was shocked to discover that she had been downgraded from satisfactory ratings to not satisfactory without being provided any specific explanation. In addition, her manager informed her that although she had been hired to work the first shift, she was being transferred to third shift starting next week. She explained to her manager that she was not able to work third shift due to child care issues. Her manager replied, this is the shift you are assigned to, end of discussion. Lisa felt she had no other option, but to resign. What are the potential legal issues and concepts associated with this scenario?

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