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.

Input: Consider Input: its delivery and acceptance are in compliance with the applicable laws and rules governing filings.” Artuz v. Bennett, 531 U.S. 4, 8, 121 S.Ct. 361, 148 L.Ed.2d 213 (2000). A properly filed application is “one submitted ac cording to the state’s procedural requirements, such as the rules governing the time and place of filing.” Lovasz v. Vaughn, 134 F.3d 146, 148 (3d Cir.1998). As described above, Petitioner initiated several state postconviction proceedings which, if properly filed, could toll the one-year period of limitation. The first of these was a motion for reduction of sentence filed and denied on October 8, 1996. This motion was pending until November 7, 1996, when the thirty-day period for filing a timely appeal expired. See Swartz v. Meyers, 204 F.3d 417, 422 (3d Cir.2000)(<HOLDING>). The Court finds that the one-year period of 
 Holding statements: (A) holding that for purposes of  2255 motions a federal criminal judgment becomes final when the time for filing a direct appeal expires (B) holding that a postconviction proceeding is pending under  2244d2 until the time to appeal expires (C) holding that time limit for initiating a tax appeal under kansas jurisdictional statute was a limitation  upon the right itself so that when time expires the right to bring such an action is extinguished (D) holding that postconviction proceeding is a civil suit (E) holding that the other collateral review provision of  2244d2 encompasses federal review

Output: (B)


Input: Consider Input: 203, 216, 85 S.Ct. 398, 13 L.Ed.2d 233 (1964) (“The Board’s power [to order remedies] is a broad discretionary one, subject to limited judicial review.”); McKinney ex rel. N.L.R.B. v. Southern Bakeries, LLC, 786 F.3d 1119, 1125 (8th Cir. 2015) (noting the NLRB’s broad remedial powers to remedy employer violations in the shape of unfair labor practices); Medallion Kitchens, Inc. v. NLRB, 811 F.2d 456, 460 (8th Cir. 1987) (observing that the NLRA affords “the Board broad .latitude in fashioning remedies for unfair labor practices”). To illustrate further, should an employer commit misconduct while she is at the bargaining table, so to speak, the NLRB may mandate the employer to reimburse the corresponding labor organization for bargaining expenses. See HTH Corp., 361 NLRB No. 65 (2014) (<HOLDING>). With respect to labor schedules and other 
 Holding statements: (A) holding there was no jury trial right where court ordered reinstatement and back pay to teachers fired after desegregation order in discrimination case back pay is equitable (B) recognizing nlrbs power to order reinstatement front pay back pay wideranging ceaseanddesist orders furnishing the union with relevant information and noticereading requirement among other remedies (C) holding that back pay may be awarded to the date of judgment (D) holding that an award of back pay is an issue for the court (E) holding in an adea case that when after acquired evidence of employee wrongdoing cut off accrual of back pay reinstatement or the award of front pay was inappropriate

Output: (B)


Input: Consider Input: employee, for any reason. When the employee chooses to resign, no special rule applies. It is only when the employer actually terminates the’employee in violation of some established public policy that the narrow exception is applied. Moreover, given that the exception is indeed a narrow one which the courts of Virginia have sparingly applied and that the notion of constructive discharge as a basis for the exception has not been recognized in Virginia, it is the opinion of the Court that the exception should not now be expanded. Id. at 460-61. This Court recently held that as a matter of law, “a claim for constructive discharge does not yet exist under Virginia law.” Dixon, No. 95-901, at 9. But see Ecklund v. Fuisz Technology, Ltd., 905 F.Supp. 335, 340-41 (E.D.Va.1995) (Brinkema, J.) (<HOLDING>). In Dixon, after the plaintiff left her 
 Holding statements: (A) recognizing tort of wrongful discharge in violation of public policy (B) holding that it was not a violation of public policy for the defendant to discharge the plaintiff an atwill employee because she was a single mother unwilling to work newly imposed long hours (C) recognizing public policy exception to atwill doctrine (D) holding that an employee could maintain a claim for constructive discharge in violation of virginias public policy exception to the employment atwill doctrine (E) recognizing exception to atwill employment doctrine where employee is terminated by employer for refusing to violate municipal regulation


Output: (D)