occurring. Her supervisor was quick to remind her that it is the clients that she complained about that pay the firm's bills, including Elsa's salary. Perhaps if she played along a little more, it might lead to a salary increase, a bonus or a promotion. Anyway, the firm does have a procedure for reporting and investigating these kinds of complaints, but it is cumbersome and is likely to take some time. In the end, the firm may weigh the value of the clients and the value of Elsa's contribution and she may end up being terminated. The meeting ended with no official complaint filed. With a lot to consider following the meeting, Elsa returned to her duties. By mid-afternoon Elsa decided the situation at Dewey was hopeless, and she began to look at help wanted ads online. Before she left that evening, Elsa slipped her resignation letter under her supervisor's door. What issues are raised in this fact pattern? Could this be a case of constructive discharge?
What will be an ideal response?