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. You should write an incorrect option. Even though there exist multiple wrong answers, we only need a single wrong answer. There is a <HOLDING> token in the position of the citing text prompt where the holding statement was extracted.

Q: from disciplining him for absenteeism prior to May of 2007. Sánchez contends that AT & T’s offer of other positions was not reasonable because those positions offered lower compensation. He also contends that the offer of shift-swapping was not reasonable because AT & T did not provide the sched ules of other employees, as it had promised. However, we need not decide whether either of these accommodations was reasonable in isolation, because they were not offered in isolation — rather, they were offered as part of a series of attempts by AT & T to accommodate Sánchez. Many courts have found similar accommodations or combinations of accommodations to be reasonable under Title VII. See, e.g., Trans World Airlines, Inc. v. Hardison, 432 U.S. 63, 77-78, 97 S.Ct. 2264, 53 L.Ed.2d 113 (1977) (<HOLDING>); Morrissette-Brown v. Mobile Infirmary Med. 
 Holding statements: (A) holding injured employee who asked his employer for medical assistance and employer refused and employee then went to physician of his own choice employee could recover medical benefits (B) holding that employer reasonably accommodated seventh day adventist employee by inter alia agreeing to permit any shift exchanges that employee could arrange on his own (C) holding that employers must when appropriate accommodate a disabled employee by reassignment to a vacant position if employee cannot be accommodated in existing job (D) holding that a seniority and absenteeism system itself provided reasonable accommodation to a seventh day adventist employees religious needs (E) holding employee could proceed against employer in action for fraudulent misrepresentation where employees complaint alleged inter alia employee was regularly exposed to lead fumes and dust at place of employment employer tested employees blood to monitor lead levels employer willfully and intentionally withheld employees test results which showed employee had developed leadrelated diseases and employer subsequently altered those results to induce employee to continue working for employer employee further alleged employers concealment of employees condition prevented employee from reducing his exposure to lead and obstructed him from receiving appropriate medical treatment and that delay in treatment resulted in aggravation of employees injury

A: holding injured employee who asked his employer for medical assistance and employer refused and employee then went to physician of his own choice employee could recover medical benefits
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Q: California state prisoner, Roy Lee Brown, Jr., appeals pro se the dismissal of his 28 U.S.C. § 2254 petition as untimely. We have jurisdiction pursuant to 28 U.S.C. § 2253. We review de novo, see Miles v. Prunty, 187 F.3d 1104, 1105 (9th Cir.1999), and we vacate and remand. Brown contends that his § 2254 petition was timely filed because his state habeas petitions statutorilly tolled the Antiterrorism and Effective Death Penalty Act’s (AEDPA) one-year statute of limitations. We agree. Brown is entitled to tolling during the time he was seeking one full round of collateral review by the California courts. See 28 U.S.C. § 2244(d); Delhomme v. Ramirez, No. 00-56148, 2003 WL 21947183, at *3 (9th Cir. Aug. 15, 2003) (per curiam) (<HOLDING>); Carey v. Saffold, 536 U.S. 214, 220, 122 
 Holding statements: (A) holding that second and third state habeas petitions that were dismissed as impermissible successive petitions were properly filed (B) holding that it would be inappropriate to predict whether state law would foreclose state postconviction review of the petitioners habeas claim where the state permitted second or successive state petitions when the procedural bar would result in fundamental injustice (C) recognizing that a habeas petitioner may be entitled to tolling during a second round of petitions but holding that the statute is not tolled between rounds (D) holding that overlapping state habeas petitions begin a separate round of review and do not disturb the pendency of petitioners first round of review (E) holding that overlapping petitions do not affect tolling during the time petitioner is seeking one full round of review

A: holding that second and third state habeas petitions that were dismissed as impermissible successive petitions were properly filed
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Q: not stand for long periods of time. Sears offered to further accommodate Llanes by providing him with a stool or a wheelchair while in the store. Llanes rejected these accommodations as well. In short, Llanes refused to consider any of Sears’ proposed reasonable alternatives and, instead, insisted that he be provided with the accommodation of his choice. The ADA, however, does not give a disabled employee such a right. As previously stated, an employee cannot make his employer provide a specific accommodation if another reasonable accommodation is offered. Hankins v. The Gap, Inc., 84 F.3d 797, 800-02, (6th Cir.1996), citing Ansonia Bd. of Education v. Philbrook, 479 U.S. 60, 68-69, 107 S.Ct. 367, 371-72, 93 L.Ed.2d 305 (1986); see also Kemer v. Johnson, 900 F.Supp. 677 (S.D.N.Y.1995) (<HOLDING>), aff'd., 101 F.3d 683 (2d Cir.1996), cert. 
 Holding statements: (A) holding that ada may obligate employer to reassign disabled employee who can no longer even with reasonable accommodation perform the essential functions of her job (B) holding that once a reasonable accommodation is made the employer has fulfilled its obligation under the ada (C) holding that the employer must offer a medical leave of absence in order to satisfy the requirement of providing a reasonable accommodation (D) holding that the disabled individual bears the initial burden of proposing an accommodation and showing that that accommodation is objectively reasonable and that the defendant was entitled to prevail because the plaintiffs proposed accommodation of remaining on unpaid medical leave until another customer service or receptionist position opened up was not a reasonable accommodation under the ada (E) holding that an employer is not liable where it takes reasonable steps to provide an accommodation and the employee is responsible for a breakdown in the process of identifying a reasonable accommodation

A:
holding that ada may obligate employer to reassign disabled employee who can no longer even with reasonable accommodation perform the essential functions of her job
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