a molding, or other projection, in the wall of a building, to throw off the water, -- generally used in the United States for the first table above the surface of the ground (see Table, n., 9), that is, for the table at the top of the foundation and the beginning of the upper wall
In deciding that a constructive discharge is sometimes, but not always, a tangible employment action, the Supreme Court first restated the standard a plaintiff must meet to establish that hostile work environment harassment has led to constructive discharge.he issue in Suders was whether such a constructive discharge constitutes a tangible employment action, making the Faragher/Ellerth affirmative defense unavailable. The Faragher and Ellerth decisions did not directly address this question.
The case is a significant one, for it tests an important aspect of employer liability for sexual harassment. The case involves a claim of constructive discharge--specifically, that the employee's supervisor created an environment so sexually hostile that she was forced to quit.hird, this interpretation fits well with other sexual harassment doctrines. To show constructive discharge, an employee must show she was compelled to resign--that any reasonable person in her situation would have walked off the job. And if this is truly the case, then strict liability makes sense.