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: contractual obligation.” Peralta v. Cendant Corp., 123 F.Supp.2d at 65. See Belgrave v. City of N.Y., 1999 WL 692034, *45 (E.D.N.Y.1999) (Gleeson, J.)(dismissing the plaintiffs breach of contract claim where employee claimed that employer failed to follow its procedures for providing equal opportunity to employees); Mutua v. Tex. Roadhouse Mgmt. Corp., 753 F.Supp.2d 954, 968-69 (D.S.D.2010) (Schreier, J.Xgranting summary judgment on a breach-of-contract claim seeking to enforce the anti-discrimination provisions in the employer’s employee handbook, because the employer already must abide by Title VII and a promise to perform a legal duty is not consideration for a return promise); Byra-Grzegorczyk v. Bristol-Myers Squibb Co., 572 F.Supp.2d 233, 254 (D.Conn.2008) (Kravitz, J.)(<HOLDING>); Gally v. Columbia Univ., 22 F.Supp.2d 199, 
 Holding statements: (A) recognizing that idea is simply not an antidiscrimination statute so that pure discrimination claim was not barred by parents failure to exhaust remedies under idea (B) holding that an administrative agency or a state courts finding that an employer had just cause to terminate a plaintiff is not preclusive with regard to the plaintiffs discrimination claim against the employer (C) recognizing that an antidiscrimination policy does not indicate that an employer is undertaking any contractual obligations towards the employee rather it requires the employer to comply with federal and state antidiscrimination laws (D) holding that the employee must at least provide his employer with enough information for the employer to be put on notice that the fmla is a consideration (E) holding an employee is an agent of his employer where the employer assumes the right to control time manner and method of work

Answer: recognizing that idea is simply not an antidiscrimination statute so that pure discrimination claim was not barred by parents failure to exhaust remedies under idea


Question: with intent to murder”; therefore, the two convictions did not violate double jeopardy. Id. In addition to comparing the statutory elements of an offense both in the abstract under Blockburger and as applied to the facts of the particular case under Duchac, courts consider other factors relevant to ascertaining legislative intent. These factors include the following: (1) whether there were multiple victims involved; (2) whether several discrete acts were involved; and (3) whether the evil at which each offense is directed is the same or different. As we noted in Goins, “generally, if a criminal episode involves several victims who have personally been victimized, the evidence could sustain multiple convictions.” Goins, 705 S.W.2d at 651 (citing State v. Irvin, 603 S.W.2d 121 (Tenn.1980)(<HOLDING>)). In Goins, however, we held that the multiple 
 Holding statements: (A) holding that a single transaction involving multiple obscene materials constitutes but one offense (B) holding that it was plain error for trial court to allow more than one conviction of grossly negligent operation of a vehicle where more than one person was injured (C) holding that multiple convictions under  924c cannot be based on offenses forming a single unit of prosecution (D) holding that killing more than one person in a single automobile accident justified multiple homicide convictions (E) holding that a defendant may not be convicted of multiple offenses under  922g on the basis that he belonged to more than one prohibited class or that he simultaneously possessed more than one firearm

Answer: holding that a single transaction involving multiple obscene materials constitutes but one offense


Question: language, including such words as “just cause.” They have “bargained for” the arbitrator’s construction of their agreement. And the courts will set aside the arbitrator’s interpretation of what their agreement means only in rare instances. Of course, an arbitrator’s award must draw its essence from the contract and cannot simply reflect the arbitrator’s own notions of industrial justice. But as long as [an honest] arbitrator is even arguably construing or applying the contract and acting within the scope of his authority, the fact that a court is convinced he committed serious error does not suffice to overturn his decision. 531 U.S. 57, 121 S.Ct. at 467, 148 L.Ed.2d 354 (internal citations and quotation marks omitted). In this case, just like in Eastern Associat 11th Cir.1991) (<HOLDING>); Brown v. Maxxam, Inc., 1991 WL 280659 
 Holding statements: (A) holding that interests of plaintiffs former employees of defendant company in combating discriminatory policies were coextensive with the interest of all former and present employees subjected to the discriminatory policy (B) holding that former employees subjective belief that he suffered an adverse employment action as a result of discrimination without more is not enough to survive former employers summary judgment motion (C) holding that former employees were not entitled to a rule of 65 steelworker pension because the employees were not laid off as a result of a permanent shutdown where thepurchaser offered employment on the same terms (D) holding that probation department employees are not county employees (E) holding that where an spa does not mention former employees but only current employees and a complaint only alleges that former employees were solicited there is no breach of a nonsolicitation clause

Answer:
holding that interests of plaintiffs former employees of defendant company in combating discriminatory policies were coextensive with the interest of all former and present employees subjected to the discriminatory policy