we emphasized management’s indifference to the employee’s complaints of hostile environment in affirming the plaintiffs verdict on constructive discharge: “If an employee quits because she reasonably believes there is no chance for fair treatment, there has been a constructive discharge.” Id. at 574. In contrast, we reversed the constructive discharge judgment in Coffman, in part because the employee had an avenue of redress within the company and failed to use it. 141 F.3d at 1247-48. Accord Knowles v. Citicorp Mortgage, Inc., 142 F.3d 1082, 1086 (8th Cir.1998) (affirming summary judgment for employer on constructive discharge claim because employee did not pursue internal grievance procedure). Cf. Faragher v. Boca Raton, — U.S. -, ---, 118 S.Ct. 2275, 2292-93, 141 L.Ed.2d 662 (1998) (<HOLDING>). In this case, the alleged retaliatory conduct
holding that a constructive discharge would constitute a tangible employment action and prevent the employer from utilizing the affirmative defense to vicarious employer liability for sexual harassment holding that the plaintiff must establish that a supervisors harassment was within the scope of his employment and that the employer failed to respond adequately and effectively when it learned of the harassment holding that employer has affirmative defense to vicarious liability for supervisors conduct if 1 employer acted promptly and reasonably to prevent and correct the alleged harassment and 2 employee unreasonably failed to take advantage of preventive opportunities offered to her recognizing that an employer is liable for an employees action if the employer knew or should have known about an employees acts of harassment and fails to take appropriate remedial action recognizing affirmative defense to supervisor harassment employer must show that it had sufficient antiharassment policy and that plaintiff unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer or to avoid harm otherwise