with Coffman’s letter of resignation, he did take some action. He investigated the problem, but he concluded the acts were not retaliatory and suggested using a facilitator to solve what he viewed as a communication problem between Coffman and Beckler. The jury did not have to accept this as an appropriate response, especially since the jury found there had been retaliation rather than merely a communication problem. 3. Constructive Discharge Tracker Marine next argues that the evidence is insufficient to support the jury’s finding that Coffman had been constructively discharged. A plaintiff must show more than just a Title VII violation by her employer in order to prove that she has been constructively discharged. See Tidwell v. Meyer’s Bakeries, Inc., 93 F.3d 490, 495 (8th Cir.1996) (<HOLDING>). Thus, even though there is sufficient
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 holding that although there was evidence of discrimination based on race there was insufficient evidence to support a finding of constructive discharge holding although there was some evidence plaintiff subjectively believed conduct he reported violated the law there was legally insufficient evidence this belief was reasonable 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 because the plaintiff no longer managed others and had other job responsibilities reduced there was sufficient evidence for a reasonable factfinder to conclude that he had been constructively discharged