Read the following excerpt from a US court opinion:
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harassment); Hensler v. O’Sullivan Corp., VLW 095-3-290 (W.D.Va.1995) (Crigler, Mag. J.) (same); Christine Wright, Constructive Discharge Supports Bowman Suit, Virginia Lawyers Weekly, Nov. 20, 1995, at *1. In contrast, a Virginia Circuit Court for the City of Virginia Beach recently concluded: “Even if the Plaintiff could present facts which establish a case of constructive discharge, no Virginia court has extended the tort of wrongful discharge in violation of public policy to include such a scenario.” Jones v. Professional Hospitality Resources, Inc., 35 Va.Cir. 458, 460 (1995). In addition, at least two federal courts have reached conclusions which are consistent with Jones. See Hairston v. Multi-Channel TV Cable Co., No. 95-2363, 1996 WL 119916, at *3 (4th Cir. March 19, 1996) . The Court concludes as a matter of law that a
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What is the most suitable continuation to the opinion? Your options are:
A. holding that an employee could maintain a claim for constructive discharge in violation of virginias public policy exception to the employment atwill doctrine
B. holding that a district court correctly dismissed a constructive discharge claim under virginia law because that cause of action had not been recognized by virginias courts
C. holding subject matter jurisdiction divested because federal cause of action had been dismissed without prejudice
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. recognizing cause of action for wrongful discharge
Reply with [A, B, C, D, E] only.