Job-Supervisor Harassment Suits Limited by U.S. Supreme Court

[DallasNE]

5. "Tangible Employment Actions"

This opens up a can of worms because "tangible" is not defined. I have often mentored a co-worker and been asked by our supervisor for input regarding their performance appraisal. Is that tangible or intangible? Or does that strictly mean hire and fire and if so why didn't they just say that. I have also worked for a company where the line supervisor didn't have authority to take direct action against their workers because only "officers" could do that. And when is the last time a squad leader in the military fired a member of their squad. It seems like this Supreme Court is clueless regarding how things work in the real world. What does the law say that this Court now modified to mean "tangible". It reminds me of the IRS clarification of "exclusive" where we have a perfectly clear law that gets horribly muddied. These aren't loopholes, this is rewriting of the law. What ever happened to strict construction?