Actually, if an employee is smart about things, they will keep a really solid paper trail of what has been happening that leads up to their actual resignation. There are limits to what an employer is permitted to do that does not qualify as what is termed "constructive dismissal", and an employee who is on the ball when things start to heat up at work can still qualify for unemployment benefits even if they quit, if they can clearly document the circumstances behind it, and it can be shown that the employer was evidently deliberately doing things to try and get the employee to quit. It requires, however, that every incident needs to be meticulously logged, with dates, times, names of people that were involved, and where the incident occurred (on the phone, on the job site, or what have you). If you are good enough at keeping records, it shouldn't even require any real collaboration by the employer, because you will have enough documentation that the incidents can be verified independently (if one of the incidents involved changed your shift on you without giving you enough notice, for instance, you can show the logs on your cell phone records indicating exactly when they had called, leaving you inadequate time, as just one example).