facie case, defendant has the burden to produce a legitimate, nondiscriminatory reason for the adverse employment action. Id. If defendant meets its burden, plaintiff must show that there is a genuine dispute of material fact as to whether the employer’s legitimate nondiscriminatory reason is pretextual. Id. 1. Denial of salary increase Plaintiff has established a prima facie case of race discrimination "with respect to defendant’s denial of a salary increase. Plaintiff is African-American. Defendant’s refusal of a salary increase qualifies as an adverse employment action. See Sanchez v. Denver Pub. Schs., 164 F.3d 527, 531 (10th Cir.1998) (adverse actions not limited to monetary losses in the form of wages or benefits); Cole v. Ruidoso Mun. Schools, 43 F.3d 1373, 1381 (10th Cir.1994) (<HOLDING>). Plaintiff offered evidence that four
holding that termination is an adverse employment action holding that denial of overtime pay is an adverse employment action because it relates to  compensation recognizing that unequal pay is an adverse action holding that suspension with pay was not adverse employment action holding that investigatory suspension with pay was not adverse employment action