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. 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.
question:
amount and terms of the deductions ...” In case of any failure to pay wages due to an employee as required by Section 41-10-40 or 41-10-50 the employee may recover in a civil action an amount equal to three times the full amount of the unpaid wages, plus costs and reasonable attorney’s fees as the court may allow. § 41-10-80(C). The South Carolina Supreme Court has interpreted this treble damages provision to mean that the decision to award the penalty of treble damages is discretionary, and the penalty should not be imposed “if there is a good faith dispute over wages allegedly due.” Rice, 456 S.E.2d at 383. Fruehauf asks us to extend the requirement that there be a bona fide, good faith wage dispute to require that Wall show that Fruehauf willf 335 S.C. 598, 518 S.E.2d 591 (1999) (<HOLDING>); O’Neal v. Intermedical Hospital of South 
 Holding statements: (A) recognizing that an attorney has a duty of loyalty to his client (B) holding that the lack of a confidentiality agreement does not necessarily defeat an argument that information is a trade secret because where an employee acquires during the course of his employment a special technique or process developed by his employer he is under a duty not to use it to the detriment of his employer (C) holding that an attorney who breaches a fiduciary duty to a client forfeits his right to compensation without any requirement that the client prove actual harm (D) holding that an employee who breaches the duty of loyalty to his employer forfeits his right to compensation and creates a good faith dispute over the payment of his wages by virtue of his bad behavior (E) holding that when an employee is injured by his employers tortious conduct his employer owes him damages and compensation under the act
answer:
recognizing that an attorney has a duty of loyalty to his client


question:
did not present any evidence before the district court to meet his burden of showing that the affidavit, which directly corroborates Johnson’s testimony before the magistrate judge, is false or unreliable. Accordingly, even assuming arguendo that the district court erred, we readily conclude that any error was harmless. B. Credibility of Witnesses The district court’s findings of fact at a revocation hearing are reviewed for clear error. United States v. Almand, 992 F.2d 316, 318 (11th Cir.1993). “The credibility of a witness is in the province of the factfinder and this court will not ordinarily review the factfinder’s determination of credibility.” United States v. Copeland, 20 F.3d 412, 413 (11th Cir.1994); see also United States v. Ramirez-Chilel, 289 F.3d 744, 749 (11th Cir.2002) (<HOLDING>). We defer to the lower court’s credibility 
 Holding statements: (A) holding that an immigration judge may base a credibility determination on the lack of corroborating evidence if the judge also encounters inconsistencies in testimony contradictory evidence or inherently improbable testimony (B) holding jury is sole judge of witness credibility and may believe some witnesses and refuse to believe others (C) holding jury as judge of credibility may believe all some or none of the testimony (D) holding in the context of a criminal trial that a courts choice of who to believe is conclusive unless the judge credits exceedingly improbable testimony (E) holding that where testimony is inherently improbable the court may choose to disregard it
answer:
holding that an immigration judge may base a credibility determination on the lack of corroborating evidence if the judge also encounters inconsistencies in testimony contradictory evidence or inherently improbable testimony


question:
employee’s consent to enter the special employment relationship. Those courts have not, however, considered whether the employee must know the corporate identity of the special employer for whom she agreed to work or whether her consent to work for a borrowing entity is tantamount to consent to work for the corporate entity of which the borrower is a part. Rather, the cases have analyzed only whether the employee agreed to work for an entity other than the general employer, an issue that is undisputed in this ease. See Pacenti v. Hoffman-La Roche, Inc., 245 N.J.Super. 188, 584 A.2d 843, 845 (App.Div.1991) (inferring requisite consent from the employee’s reporting to borrower’s place of business and accepting its supervisors’ decisions, policies and training); Murin, 573 A.2d at 991-94 (<HOLDING>); Chickachop v. Manpower, Inc., 84 N.J.Super. 
 Holding statements: (A) holding that existence of deliberate and informed consent turns on whether it is understood between the employee and his employers that he is to remain in the allegiance of the first employer  or is to be employed in the business and subject to the direction of the temporary employer (B) 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 (C) holding that section 319s mandate that the employer is subrogated  to the extent of compensation payable does not mean that the sole right to recover from the tortfeasor is in the employer rather the right of action against the tortfeasor remains in the injured employee and suit is to be commenced in his name (D) holding that glc 152 15 provides that the only party immune from suit under the statute is the direct employer a special employer is not immune because the special employer is not liable for the payment of workers compensation and there was no agreement between the direct employer and the special employer that the special employer would be liable for the payment of such compensation (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:

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