and excessive scrutiny do not constitute adverse employment actions in the absence of other negative results such as a decrease in pay or being placed on probation.’ ” Abraham v. Potter, 494 F.Supp.2d 141, 147-48 (D.Conn.2007) (quoting Honey v. Cnty. of Rockland, 200 F.Supp.2d 311, 320 (S.D.N.Y.2002)). Consequently, the issuance of a “counseling memorandum” and a “notice of discipline,” without any further evidence regarding a materially adverse effect thereof, is not an adverse employment action as a matter of law. Weeks v. New York State (Div. of Parole), 273 F.3d 76, 86 (2d Cir.2001), abrogated on other grounds by, Nat’l R.R. Passenger Corp. v. Morgan, 536 U.S. 101, 108-14, 122 S.Ct. 2061, 153 L.Ed.2d 106 (2002); see also Sanders, 361 F.3d at 756 (citing Weeks, 273 F.3d at 86) (<HOLDING>). Further more, interrogations alone are
holding that a negative criticism or performance evaluation unaccompanied by a materially adverse change in the terms or conditions of employment does not constitute adverse employment action holding that termination is an adverse employment action holding that being socially isolated in the office did not constitute an adverse employment action as a matter of law holding in the context of a first amendment retaliation claim that adverse employment actions may include negative evaluation letters holding that a negative performance evaluation on its own is insufficient to constitute an adverse employment action as a matter of law