Benson’s supervision were not tangible employment actions. Sergeant Benson made threats to fire Ms. Kramer, but Ms. Kramer was not actually demoted and did not lose her job because of any action by Sergeant Benson. He may have threatened, but he did not carry out that threat to evaluate her poorly (his written evaluation of her performance was actually favorable) or recommend firing or demotion to the Sheriff. Sergeant Benson interfered with her time off and unfairly delegated job duties, but those actions are not substantial enough to qualify as a significant change in benefits. Ms. Kramer did not suffer economic injury as a result of Sergeant Benson’s discriminatory actions. See Ellerth, 524 U.S. at 760, 118 S.Ct. 2257; Sauers v. Salt Lake County, 1 F.3d 1122, 1127 (10th Cir.1993) (<HOLDING>); Watts v. Kroger Co., 170 F.3d 505, 510 (5th
holding that job transfer was not quid pro quo harassment holding that a transfer of job duties can constitute an adverse employment action holding that a job transfer was not an adverse employment action because the plaintiff enjoyed the same  rate of pay and benefits and her duties were not materially modified holding that transfer was proper remedy for improper venue even though the issue of transfer was not raised until the motion hearing in circuit court holding that removal of job responsibility did not constitute an adverse employment action because there was no change in the plaintiffs job position grade pay or benefits