people.” (PL’s Ex. K.) The Court disregards this letter realizing it was written, in part, to ensure a congenial departure and the prospect of favorable recommendation letters, yet conversely, there has been no evidence provided that could reasonably lead to the conclusion that HP’s actions were carried out with the specific intent of inducing Victory’s resignation. Thus, where an employee is not satisfied with the terms a 6 F.Supp. 218, 228-29 (S.D.N.Y.1997) (upholding arbitrators’ decision that no constructive discharge occurred where employee’s responsibilities were diminished by over 20 percent and no bonus was paid which represented 40-50 percent of prior two years gross earnings); Bauman v. North Am. Graphics, Inc., No. 94 Civ. 5975, 1997 WL 278057, at *4 (S.D.N.Y. May 22, 1997) (<HOLDING>). Accordingly, Plaintiffs claim of constructive
holding that employee who resigned left voluntarily where employer accepted resignation told employee not to come to work anymore and paid employee through end of notice period holding employee resigned and was not constructively discharged because there was no evidence that employer deliberately created working conditions that led to her resignation holding that although there was evidence of discrimination by the employer based on race there was insufficient evidence to support a finding that the employer had constructively discharged the plaintiff recognizing constructive discharge where employer rather than acting directly deliberately makes employees working conditions so intolerable that a reasonable employee would be forced into involuntary resignation holding that defendant interfered with plaintiffs right when the employer forced her to choose between resignation and working without leave