The 8th Circuit recently addressed whether a constructive discharge occurred in a case involving a Ramsey County employee, who quit and claimed that she had been constructively discharged in retaliation for her filing a sexual harassment claim. The Court first recognized constructive discharge, like any other discharge, as an adverse employment action that will support an action for unlawful retaliation. The Court stated, however, that in order to prove such a case, a plaintiff must show “(1) a reasonable person [in her situation] would find working conditions intolerable, and (2) the employer intended to force [her] to quit.” In regard to the second prong, the Court further stated that an employee can show the employer’s intention by either direct evidence or by showing that the employer could have reasonably foreseen that the employee would quit as a result of actions taken by the employer. Fercello v. County of Ramsey (8th Cir. 2010).