If an Employee Is Subject to Severe Harassment, and Quits

If an employee is subject to severe harassment, and quits his position to escape it, the court will likely rule:

A) that because he quit, no tangible employment action can be proven
B) that the quit is a constructive discharge, which constitutes a tangible employment action if it results from a demotion or pay cut
C) that a hostile environment is presumed, but that the employee waived the right to sue when he left