instruction:
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.
question:
also admitted he personally observed that Gretillat had trouble walking long distances. Indeed, Priske excused Gretillat from making rounds of the facility due to Gretillat’s difficulty walking long distances. In April of 2004, Priske admitted that Gretillat’s forced resignation arose out of Gretillat’s problems with standing and “ambulating.” See, e.g., Cannice v. Norwest Bank Iowa N.A., 189 F.3d 723, 727 (8th Cir.1999) (finding “ample evidence” that employee alerted employer to the existence of disability where employee told employer about disability, gave employer information about the ADA, requested an unmonitored telephone line to talk with his “support network,” and displayed symptoms of the disability at work); see also Miller, 61 F.3d at 630 (quoting Hedberg, 47 F.3d at 934) (<HOLDING>). Because Care Initiatives was apprised of 
 Holding statements: (A) holding evidence of a 13 permanent partial disability insufficient to establish disability for purposes of ada (B) holding that if all of an employees coworkers knew that he had a heart condition such knowledge would not amount to notice to the employer that the employee was so limited by a disability as to require special accommodations (C) holding that an employer cannot be held liable under the ada if it had no knowledge of the employees alleged disability (D) holding that an employee who claims to have been terminated by her employer for having exercised her right to disability benefits raised a cognizable claim under  510 of erisa notwithstanding the fact that she received the benefits from her employer prior to termination (E) recognizing that employer has notice of limitation when disability manifests itself to the extent that it would be reasonable to infer that her employer actually knew of the disability
answer:
(E)


question:
to the federal district court, see 28 U.S.C. §§ 1441 and 1446, and moved for summary judgment, see Fed.R.Civ.P. 56. Defendants argued, among other things, that Preston lacked a property interest in his volunteer position with the VFD. Preston rejoined he was a “fire code official” under the Code and IFC and could not be fired except after a hearing and upon a showing of just cause. In December 2009, the district court granted defendants’ motion and dismissed Preston’s case with prejudice. Preston filed a motion to reconsider, see Fed. R.Civ.P. 59, which the district court denied. Preston appeals. II. DISCUSSION Before considering the merits of Preston’s appeal, we briefly examine the latent issue of subject matter jurisdiction. See Clark v. Baka, 593 F.3d 712, 714 (8th Cir.2010) (<HOLDING>) (quoting McAdams v. McCord, 533 F.3d 924, 927 
 Holding statements: (A) recognizing federal courts duty to determine matter of its own jurisdiction sua sponte whenever it becomes apparent that jurisdiction may be lacking (B) holding that even where subjectmatter jurisdiction may go unchallenged on appeal we have an obligation to inquire sua sponte into our jurisdiction over the matter (C) recognizing that even if neither party disputes this courts subject matter jurisdiction under 38 usc  7292 we are obligated to consider the issue sua sponte if there is reason to doubt that jurisdiction exists (D) holding that the court can raise res judicata sua sponte even on appeal (E) recognizing every federal appellate court has a special obligation to consider its own jurisdiction even if it must do so sua sponte
answer:
(E)


question:
Martucci, Missouri Practice Series, Employment Law and Practice section 5:20 (2013-2014 ed.2013) (noting that whether harassment is sufficiently severe or pervasive “generally is a factual issue for the jury, and the finding of sufficient severity depends on the nature and degree of the conduct”). “ ‘Once -there is evidence of improper conduct and subjective offense, the determination of whether the conduct rose to the level of abuse is largely in the hands of the jury.’ ” Cooper, 204 S.W.3d at 245 (quoting Howard v. Burns Bros., Inc., 149 F.3d 835, 840 (8th Cir.1998) (emphasis added)). Summary judgment will rarely be appropriate, therefore, in discriminatory harassment cases that turn on whether an employer’s conduct is objectively severe or pervasive. Cf. Daugherty, 231 S.W.3d at 818 (<HOLDING>). Rather, once subjectively offensive conduct 
 Holding statements: (A) holding that summary judgment is not appropriate if the resolution of material issues depends upon credibility determinations (B) holding that in title vii cases the mixedmotives theory of discrimination is available in cases with circumstantial evidence of discrimination (C) holding that because discrimination cases often depend on inferences rather than on direct evidence summary judgment should not be granted unless the evidence could not support any reasonable inference for the nonmovant and summary judgment is appropriate in such cases only in  those rare instances where there is no dispute of fact and where there exists only one conclusion  quoting johnson 931 f2d at 1244 (D) holding that in title vii cases the mixedmotive theory of discrimination is available in cases with circumstantial evidence of discrimination (E) holding that summary judgment is rarely appropriate in employment discrimination cases where determination of discriminatory animus requires the resolution of factual disputes that turn on reasonable inferences
answer:

(E)