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.
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Question: the jury during final jury instructions not to consider any testimony it had stricken or ordered the jury to disregard during trial. See United States v. Liburd, 607 F.3d 339, 344, 53 V.I. 890 (3d Cir. 2010) (“[W]hile curative instructions cannot repair every error, we do generally presume that juries follow their instructions.”). Finally, as discussed above in section B, the People presented overwhelming evidence that Augustine was the individual who pulled a gun and started shooting at Officers Greaves, Wharton, and Allen. Based on these factors, Officer Wharton’s statement — given in response to a question — would not have been sufficiently prejudicial to warrant a mistrial even if Augustine’s attorney had requested one at trial. See Ethridge v. State, 418 P.2d 95, 100 (1966) (<HOLDING>). Thus, we conclude that the Superior Court did 
 Holding statements: (A) holding that prejudice was not shown where there was overwhelming evidence of guilt (B) holding mistrial not warranted for improper statement by police officer where court sustained defendants objection and admonished jury to disregard statement and where there was overwhelming evidence of guilt (C) holding that the trial court did not abuse its discretion in denying defendants motion for mistrial where the trial court sustained defendants objections to a question by the prosecutor containing improper information and instructed the jury to disregard the question (D) holding that improper statement was rendered harmless because the district court sustained the defendants objection  and admonished the jury to disregard the statement (E) holding that while the prosecutors question was improper in light of the overwhelming evidence there was no reversible error in the denial of defendants motion for mistrial

Answer: holding that prejudice was not shown where there was overwhelming evidence of guilt


Question: (emphasis added) (quoting Havner, 953 S.W.2d at 720). 27 . Faust, 337 S.W.3d at 335 (emphasis added). 28 . Burroughs Wellcome Co. v. Crye, 907 S.W.2d 497, 500 (Tex.1995). 29 . See Crump, 330 S.W.3d at 218. 30 . Synar v. Union Pac. R. Co., No. 12—99— 00428-CV, 2001 WL 1263573, at *6 (Tex.App.-Tyler Oct. 17, 2001, pet. denied) (not designated for publication). 31 . See id. 32 . See Tex.R. Evid. 803(18); Robinson, 923 S.W.2d at 556. 33 . C 545 (Tex.App.-Fort Worth, pet. denied) (op. on reh'g). 55 . See id. 56 . See Tex.R. Evid. 401; Nichols, 379 S.W.3d at 387-89. 57 . See Sw. Country Enters., Inc., 991 S.W.2d at 493-94; see also Tex.R.App. P. 33.1(a)(1)(B), 33.2; Tex.R. Evid. 103(a)(2). 58 . See Barraza v. Eureka Co., Inc., 25 S.W.3d 225, 232 (Tex.App.-El Paso 2000, pet. denied) (<HOLDING>). 59 . See Charter Oak Fire Ins. v. Perez, 446 
 Holding statements: (A) holding that the plaintiff had no legitimate expectation of privacy at a meeting with coworkers in which her termination was discussed (B) holding that threatening employee to mind her own business investigating her videotaping her without her permission and forcing her to take polygraph could not be considered adverse employment actions because they had no effect on conditions of employment (C) holding that a plaintiff who pled in her complaint that her law firm actively misled her in support of her request for application of the discovery rule had sufficiently pled the application of the doctrine (D) holding that testimony of plaintiff and her coworkers regarding cause of her injury was pure conjecture (E) holding that plaintiffs allegations that her supervisor was a lesbian and that she made improper remarks to her including telling the plaintiff to invite her to lunch and making comments about plaintiffs coworkers private lives and sexual preferences   and on one occasion approaching the plaintiff from behind hugging her and whispering in her ear a request for a cookie from another table did not suffice to establish a hostile working environment

Answer: holding that the plaintiff had no legitimate expectation of privacy at a meeting with coworkers in which her termination was discussed


Question: Chapman v. AI Transp., 229 F.3d 1012, 1024 (11th Cir.2000) (en banc). What matters is that Renb-A-Center’s interest in assuring that its employees focus on their work while on the job is a rational one, and the company’s prohibition on non-emergency, personal phone calls is a reasonable manifestation of this policy. Certainly, Rent-A-Center has a legitimate interest in ensuring that Bradford’s personal phone calls do not disrupt business meetings or interfere with his daily responsibilities. See, e.g., Koons v. Aventis Pharmaceuticals, Inc., 367 F.3d 768 (8th Cir.2004) (affirming district court’s holding that the discharge of an employee for making excessive personal calls was a legitimate, nondiscriminatory reason); Paluck v. Gooding Rubber Co., 221 F.3d 1003, 1011 (7th Cir.2000) (<HOLDING>). Because Renb-A-Center has successfully set 
 Holding statements: (A) holding that termination of individuals employment for making personal phone calls was a legitimate nondiscriminatory reason for discharge (B) recognizing that even a personal grudge can constitute a legitimate nondiscriminatory reason for an adverse employment decision (C) holding that employer met its burden of articulating  a legitimate nondiscriminatory reason for the plaintiffs termination by offering admissible evidence sufficient for the trier of fact to conclude that plaintiff was fired because of his failure to maintain accurate attendance records  (D) holding that drugrelated misconduct is a legitimate nondiscriminatory reason for termination (E) holding that employees threats of violence against a coworker were legitimate nondiscriminatory reasons for termination

Answer:
recognizing that even a personal grudge can constitute a legitimate nondiscriminatory reason for an adverse employment decision