In this task, you will be shown a prompt from a judicial decision and multiple holding statements derived from citations following text in a legal decision.  Holdings represent the governing legal rule when the law is applied to a particular set of facts. There are five answer choices for each citing text. The correct answer is the holding statement that corresponds to the citing text. The four incorrect answers are other holding statements. You should find the correct option. There is a <HOLDING> token in the position of the citing text prompt where the holding statement was extracted.

[EX Q]: complaint’s allegations are sufficient if they put a reasonable person on notice as to why a plaintiff sues.” Id. Here, a reasonable person would be put on notice that Weatherford’s claim of intentional infliction of emotional distress is not solely based on the false arrest or false imprisonment claims. Weatherford’s claim is premised on the officers’ alleged intentional retaliation and abuse of power and process when they violated standard police procedure, disregarded Chief Leonard’s instructions and conspired to intentionally and publicly humiliate Weatherford. Furthermore, we note that Indiana now recognizes a separate cause of action for intentional infliction of emotional distress, without the need for an accompanying tort. See Cullison v. Medley, 570 N.E.2d 27, 30-31 (Ind.1991) (<HOLDING>). Therefore, we find that Weatherford 
 Holding statements: (A) recognizing the tort of intentional infliction of emotion distress for the first time in indiana (B) recognizing that the indiana tort claims act grants broad immunity to governmental employees from suit for malicious prosecution and intentional infliction of emotional distress (C) holding that claims for intentional and negligent infliction of emotion distress fail as matter of law where challenged arrest is supported by probable cause (D) recognizing the tort of intentional infliction of emotional distress (E) holding that intentional infliction of emotional distress is a personal injury tort
[EX A]: (A)

[EX Q]: Thus, CERC-LA specifically provides for a private right of action to institute civil actions to recover the costs involved in the cleanup of hazardous wastes from those responsible for their creation. Dedham Water Co. v. Cumberland Farms Dairy, Inc., 889 F.2d 1146, 1150 (1st Cir.1989); 3550 Stevens Creek Assocs. v. Barclays Bank of Cal., 915 F.2d 1355, 1357 (9th Cir.1990), cert. denied, 500 U.S. 917, 111 S.Ct. 2014, 114 L.Ed.2d 101 (1991). Moreover, an entity that is responsible for the remediation of a hazardous waste site under CERCLA may assert a claim for contribution against other responsible parties under § 9613(f). New Castle County v. Halliburton NUS Corp., 111 F.3d 1116, 1122 (3d Cir.1997). See also SC Holdings, Inc. v. AAA Realty Co., 935 F.Supp. 1354, 1362 (D.N.J.1996)(<HOLDING>). In its reply papers, the Novak Group does not 
 Holding statements: (A) holding the michigan department of natural resources liable under cercla for remedial actions which exacerbated the contamination at a site (B) recognizing a right to contribution (C) holding that investigatory costs are considered costs of response under cercla (D) holding that parties liable for at least a portion of the costs of remediating a hazardous site are limited to the contribution scheme under section 9613f of cercla (E) holding that site control alone is an improper basis for imposition on lessees of owner liability under cercla
[EX A]: (D)

[EX Q]: that restricts the type of retaliatory act that might be visited on an employee who seeks to invoke her rights by filing a complaint.”) Further, it appears that if retaliation does take the form of an employment action, such action need not be as severe as that required to state a discrimination claim. Herrnreiter, 315 F.3d at 746. In Hermreiter, the Seventh Circuit criticized a number of decisions that stated or assumed that in a retaliation context, an employment action must be as severe as in a discrimination context. The court did not resolve the question of what conduct is necessary to be actionable in a retaliation context, but cited or discussed a number of cases which are instructive on the issue. See, e.g., Passer v. Am. Chem. Soc’y, 935 F.2d 322, 331 (D.C.Cir.1991) (<HOLDING>); Berry v. Stevinson Chevrolet, 74 F.3d 980, 
 Holding statements: (A) holding that cancellation of a symposium in employees honor was a sufficient act of retaliation (B) recognizing first amendment retaliation right (C) holding that cancellation of benefit to honor plaintiff in retaliation for filing an age discrimination complaint constitutes adverse employment action because of public humiliation involved (D) holding plaintiff did not exhaust his retaliation claim where his eeoc charge made no mention of retaliation (E) holding that the fact that employer had knowledge of the employees protected activity was not sufficient to establish a prima facie case of retaliation where the timing of the discharge was not proximate to the protected activity
[EX A]:
(A)