vest-throwing incident give rise to a finding of constructive discharge because Gibbs has not produced evidence showing that Ilardi threw the vest with the intention of forcing her to quit. See Moore v. KUKA Welding Sys. & Robot Corp., 171 F.3d 1073, 1080 (6th Cir.1999) (“To constitute a constructive discharge, the employer must deliberately create intolerable working conditions, as perceived by a reasonable person, with the intention of forcing the employee to quit and the employee must actually quit.”). The Court is troubled by Gibbs’ testimony that Antioch threatened her with discipline if she made any more complaints and will not, as Defendants urge, discount this evidence merely because it came from Gibbs herself. Harris v. J.B. Robinson Jewelers, 627 F.3d 235, 239 (6th Cir.2010) (<HOLDING>). Ultimately, however, these threats never
holding that it may not holding that the trial court may not grant summary judgment on a ground not raised in the motion holding that if no material facts are placed in dispute this court must determine whether the circuit court correctly entered summary judgment as a matter of law citations omitted holding that summary judgment may be reversed when it is based on an error of law holding that on summary judgment a court may not disregard evidence merely because it serves the interests of the party introducing it citations omitted