Read the following excerpt from a US court opinion:
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2354, 159 L.Ed.2d 204 (2004). Constructive discharge occurs when the working conditions deteriorate, as a result of discrimination or retaliation, “to the point that they become ‘sufficiently extraordinary and egregious to overcome the normal motivation of a competent, diligent, and reasonable employee to remain on the job to earn a livelihood and to serve his or her employer.’ ” Brooks v. City of San Mateo, 229 F.3d 917, 930 (9th Cir. 2000) (quoting Turner, 32 Cal.Rptr.2d 223, 876 P.2d at 1026). These discriminatory or retaliatory actions are best handled within the employment relationship. Poland, 494 F.3d at 1184. The employee can recover for any additional acts of harassment suffered until he resigns. See Green v. Brennan, 578 U.S. -, -, 136 S.Ct. 1769, 1782, 195 L.Ed.2d 44 (2016) . The First, Fifth, Seventh, Eighth, Tenth, and
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What is the most suitable continuation to the opinion? Your options are:
A. holding that rights accrue only when an employee vests
B. holding the claim of constructive discharge does not accrue until an employee resigns
C. recognizing that  1983 action does not accrue until conviction or sentence has been invalidated
D. recognizing that a constructive discharge claim and a hostile work environment claim are not equivalent because a constructive discharge claim imposes a higher standard
E. holding that interest does not begin to accrue until the date of judgment not the date of verdict
Reply with [A, B, C, D, E] only.