and that "[i]t shall be unlawful for any employer to discharge or in any other manner discriminate against any individual for opposing any practice made unlawful by this subchapter,” 29 U.S.C. § 2615(a)(2). 21 . Even if we considered Plaintiff complaints that the Defendant considered her absences in her performance evaluations, her claim fails inasmuch as we have already held that Plaintiff’s negative performance evaluations and warnings do not constitute adverse employment actions. Castro was allowed to take several medical leaves, some lasting as long as six months, and upon return, was assigned to the same position, with the same responsibilities, salary and benefits. See also Abrahamson v. Sandoz, Inc., Civil Action No. 06-cv-0063 6-WYD-M JW, 2008 WL 906124 (D.Colo. March 31, 2008) (<HOLDING>); Robinson v. Fulton County, Ga., Civil Action
holding that termination is an adverse employment action holding that conduct causing public humiliation was not an actionable adverse employment action because public perceptions were not a term or condition of employment of the plaintiffs employment holding a transfer or reassignment may rise to the level of an adverse employment condition if it is a significant change in working conditions holding a mere warning that termination is possible does not per se constitute adverse employment action holding that a written warning may be an adverse employment action for purposes of a fmla claim only if it effects a significant change in the plaintiffs employment status