Inc., 217 F.3d 612, 617 (8th Cir.2000). Evidence of unlawful discrimination in itself does not establish a constructive discharge, Coffman v. Tracker Marine, L.P., 141 F.3d 1241, 1247 (8th Cir.1998), nor does an employee’s dissatisfaction with working conditions. Tidwell v. Meyer’s Bakeries, Inc., 93 F.3d 490, 496 (8th Cir.1996). Roddy argues that Cartee’s return to Monsanto coupled with Monsanto’s perceived unresponsiveness to her complaints compelled Roddy to quit. As the trial court noted, however, Monsanto took Roddy’s complaints about Cartee into account in making work assignments, and Roddy’s conclusion that Monsanto was insensitive to her requests was objectively unreasonable in 1997 when Roddy left Monsanto. See West v. Marion Merrell Dow, Inc., 54 F.3d 493, 497 (8th Cir.1995) (<HOLDING>). Finally, we see no reversible error in the
holding that employees working conditions are evaluated under an objective standard holding that failure to file for sentencing reconsideration which resulted in waiver of right to appeal discretionary aspects of sentence must be evaluated under pierce standard for ineffectiveness holding that claims that law enforcement officials used excessive force in making an arrest are properly analyzed under the fourth amendments objective reasonableness standard recognizing objective standard applicable under 42 usc  1983 and suits under united states constitution holding that probation department employees are not county employees