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.

Q: Defendants contend that the amount awarded was excessive and shocking, such as to raise an irresistible inference that passion, prejudice or other improper influence invaded the trial. Defendants initially make this argument on the grounds that the disparity between punitive damages assessed against the “passive wrongdoer” (AGF) is too large in contrast to the amount assessed against the “active wrongdoer” (Risser). We reject this argument for many reasons. First, it assumes that AGF should not have been found liable for negligent retention of an employee. Obviously, the jury disagreed with this assessment. Second, the legal basis for assessing punitive damages on respondeat superior grounds is well-established. Plains Resources, Inc. v. Gable, 235 Kan. 580, 682 P.2d 653, 665 (1984) (<HOLDING>). In the U.S. Supreme Court’s recent deci sion, 
 Holding statements: (A) recognizing that restatement second of torts  323 and 324a correctly state pennsylvania law (B) recognizing kansas courts adoption of restatement second of torts  909 1977 (C) recognizing that restatement second of torts   416 to 429 are often overlapping (D) recognizing tentative draft of restatement second of torts  652e (E) recognizing that kansas supreme court would accept the final draft of the restatement second of torts  652e adopted in 1977

A: (B)
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Q: a housing development. Streckfus, 504 N.E.2d at 274. She was an at-will employee but had an employment agreement with the development's management company. Id. at 274-275. Her employment agreement referenced a management contract between the development and the management company, and the management contract provided procedures by which the management company could terminate a Resident Manager. Id. Our supreme court held that "as a matter of law, the Employment Agreement did not contain any job security provision which altered the employment at will relationship. ... Id. at 276. The Trails fail to demonstrate that Eddie states a claim upon which relief could be granted based upon the Club's Articles of Incorporation or the Club's standard practices. See also Orr, 689 N.E.2d at 719-720 (<HOLDING>). Even viewing the Trails' breach of contract 
 Holding statements: (A) holding that an arbitration agreement in an employee handbook was illusory where the employer expressly reserved a right to unilaterally rescind any provisions of the handbook (B) holding that employee handbook did not give rise to implied contract where it stated that it was not a contract and that employment was terminable at will (C) holding employee handbook or employers printed statement of policy are promises in implied offer of unilateral contract which an employee can accept by beginning or continuing to work for employer (D) holding that employee may claim contract created based on employer promise of severance pay to employee (E) holding that an employee handbook did not constitute a valid unilateral contract between the employee and employer in the absence of adequate independent consideration

A: (E)
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Q: provide an appropriate basis for the type of declaratory relief sought here. See note 11, supra. 13 . In Voge, 844 F.2d at 780 n. 1, the Federal Circuit recognized that allegations of unlawful discharge due to statutory violations by the military are reviewable under the standard set forth in Sanders. Although plaintiff does not allege that the Air Force violated a statute in discharging him, he does allege that the Air Force unlawfully applied Air Force regulations in discharging him. 14 . The Supreme Court did note that the arguments advanced by the government for a “sweeping rule” that estoppel may never run against the government were " ‘substantial’.” Office of Personnel Management v. Richmond, 496 U.S. 414, 423, 110 S.Ct. 2465, 2470, 110 L.Ed.2d 387 (1990) 2, 38 L.Ed.2d 7 (1973) (<HOLDING>); Montana v. Kennedy, 366 U.S. 308, 314, 81 
 Holding statements: (A) holding that neither injunctive nor declaratory relief is available to private litigants under the fdcpa (B) holding on an objection to confirmation of plan that the debtors failure to file tax returns before filing the chapter 13 plan and debtors failure for six months to comply with federal law constituted a lack of good faith sufficient to warrant dismissal of the case (C) holding that neither failure to publicize the rights of naturalization nor the failure to have an authorized naturalization representative available constituted affirmative misconduct sufficient to estop the government from relying on a time bar to filing naturalization petitions (D) holding that failure to review the evidence presented to the magistrate and failure even to have a transcript filed with the district court  was reversible error (E) holding that neither failure to object to an instruction nor an express statement of no objection to an instruction waive plain error review pursuant to rule 3020

A:
(C)
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