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1744 Even though an employee believed that her performance rating should have been "outstanding" and that she should have received an 8 to 10% merit increase, a performance evaluation of "highly commendable" and a 7% merit increase did not constitute working conditions so intolerable that the employee's resignation could be classified as a constructive discharge.CitationCASENAS v FUJISAWA (Harassment Retaliation) 58 CA4 101 [See: Foley v Interactive Data Corp. 47 C3 654; Gantt v Sentry Insurance 1 C4 1083; Rojo v Kliger 52 C3 65; Turner v Anheuser 7 C4 1238, T/AT 8/94]
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