Suppose you have all exceptional performance evaluations, awards on various projects, accolades from various colleagues that you saved throughout the year, and a bunch of other supporting evidence to justify a rating above "meets requirements," yet one manager (who you never interact with due to consistently being in the field) downgrades you to mediocrity. It happens, and it will be a long, uphill battle when HR does not step in to eliminate such unethical acts. Crystal Spraggins, HR consultant and freelance writer, presents a situation where, "let’s say your boss remains firm in his opinion that creating a file after the fact to justify disciplinary action is morally upright. Okay. Document the entire conversation and then place your notes in a nice safe place, because it’s not unheard of for HR folks to be held personally liable in lawsuits and that’s what I’d call adding insult to injury in a case like this. Later, you’ll want to have a heart to heart with yourself about whether you want to work in a place that has so little regard for your professional opinion and (perhaps) the law, but first things first" (source link).