employee, for any reason. When the employee chooses to resign, no special rule applies. It is only when the employer actually terminates the’employee in violation of some established public policy that the narrow exception is applied. Moreover, given that the exception is indeed a narrow one which the courts of Virginia have sparingly applied and that the notion of constructive discharge as a basis for the exception has not been recognized in Virginia, it is the opinion of the Court that the exception should not now be expanded. Id. at 460-61. This Court recently held that as a matter of law, “a claim for constructive discharge does not yet exist under Virginia law.” Dixon, No. 95-901, at 9. But see Ecklund v. Fuisz Technology, Ltd., 905 F.Supp. 335, 340-41 (E.D.Va.1995) (Brinkema, J.) (<HOLDING>). In Dixon, after the plaintiff left her
recognizing tort of wrongful discharge in violation of public policy holding that it was not a violation of public policy for the defendant to discharge the plaintiff an atwill employee because she was a single mother unwilling to work newly imposed long hours recognizing public policy exception to atwill doctrine holding that an employee could maintain a claim for constructive discharge in violation of virginias public policy exception to the employment atwill doctrine recognizing exception to atwill employment doctrine where employee is terminated by employer for refusing to violate municipal regulation