Ridley, 217 Fed.Appx. at 135. Finally, I would reject the laundry-list notion that various employment actions such as reprimands or negative job evaluations, transfers without loss of pay, or “snubbing” may be categorically regarded as never arising to the level of material adverse action. Take the negative job evaluation. In some, setting, a negative job evaluation might not matter at all. A negative job evaluation for an employee approaching retirement might produce a cynical grunt, but not much more. On the other hand, a negative job evaluation for an economically struggling head of household who is anxious to climb the work ladder to provide a better life for his or her family might reasonably feel quite different. See, e.g., Walker v. Johnson, 798 F.3d 1085, 1095 (D.C. Cir. 2015) (<HOLDING>); Porter v. Shah, 606 F.3d 809, 817-18 (D.C.
holding that accurate statements about past performance are not actionable under the securities laws holding that performance may be valid acceptance holding denial of deserved rise in performance rating may be actionable holding that a low performance rating does not constitute constructive discharge holding that a false statement about a credit rating is actionable under the udtpa