The Seventh Circuit held that staff criticism and failure to support her curriculum initiative were not sufficiently material to be adverse. While the "letter of direction" and letter seeking formal reprimand were materially adverse acts, the plaintiff failed to show that either act was linked to her filing of EEOC charge as the letters were issued six months after the EEOC charge. Furthermore, the plaintiff failed to present evidence that contested accuracy of allegations against her in either letter. Not only that, but the defendant also treated the plaintiff positively during the relevant time period by granting her tenure and seeking an upward salary adjustment.