Privilege precise interpretations---the role of topicality is to interpret the resolution, not change words.

Finally, the City’s policy objections cannot override Title VII’s text. In the City’s view, a significant-injury requirement is needed to prevent transferred employees from “swamp[ing] courts and employers” with insubstantial lawsuits requiring “burdensome discovery and trials.” Brief for City 45, 49 (capitalization and boldface omitted). But there is reason to doubt that the floodgates will open in the way feared. As we have explained, the anti-discrimination provision at issue requires that the employee show some injury. See supra, at 5–6. It requires that the injury asserted concern the terms or conditions of her employment. See ibid. Perhaps most notably, it requires that the employer have acted for discriminatory reasons—“because of ” sex or 10 MULDROW v. ST. LOUIS Opinion of the Court race or other protected trait. §2000e–2(a)(1). And in addressing that issue, a court may consider whether a less harmful act is, in a given context, less suggestive of intentional discrimination. So courts retain multiple ways to dispose of meritless Title VII claims challenging transfer decisions. But even supposing the City’s worst predictions come true, that would be the result of the statute Congress drafted. As we noted in another Title VII decision, we will not “add words to the law” to achieve what some employers might think “a desirable result.” EEOC v. Abercrombie & Fitch Stores, Inc., 575 U. S. 768, 774 (2015). Had Congress wanted to limit liability for job transfers to those causing a significant disadvantage, it could have done so. By contrast, this Court does not get to make that judgment.