297 (5th Cir.1994)). The reasonableness of a plaintiffs decision is measured by an objective test. Hunt v. Rapides Healthcare Sys., LLC, 277 F.3d 757, 772 (5th Cir. 2002). Williams did not complain about Taylor’s behavior until after she resigned, and she decided to resign before Barnhill’s had notice of his misconduct. Barnhill’s had no opportunity to correct her situation. An employee who resigns without affording the employer a reasonable opportunity to address her concerns has not been constructively discharged. See Woods v. Delta Beverage Group, Inc., 274 F.3d 295, 301 (5th Cir.2001) (for purposes of the constructive discharge analysis, a reasonable employee would have reported the sexual harassment before resigning); see also Boze v. Branstetter, 912 F.2d 801, 805 (5th Cir.1990) (<HOLDING>). Because Williams did not suffer a tangible
holding that a title vii cause of action is limited to those discrimination allegations in the complaint that have been under the scrutiny of a formal eeoc complaint holding that in most cases a reasonable employee would pursue internal remedies or file an eeoc complaint before resigning holding that an original eeoc charge is sufficient to support  a civil suit under the act for any discrimination  developed in the course of a reasonable investigation of that charge provided such discrimination was included in the reasonable cause determination of the eeoc holding reasonable an agency determination that a request for an investigative file did not include the employment file holding that plaintiff stated a discrimination claim despite not including a discrimination heading in eeoc complaint because the facts included in eeoc complaint were sufficient to trigger an investigation into whether plaintiff suffered an adverse action because of his religion