TASK DEFINITION: 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.
PROBLEM: 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

SOLUTION: 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

PROBLEM: is clear.” Investment Company Institute, 891 F.Supp.2d at 205. The appellants also assert that the agency improperly counted hypothetical benefits, but this assertion is incorrect. It was appropriate for CFTC to count the benefits flowing from its registration and disclosure requirements in § 4.5 and § 4.27, as the specifics of those requirements are finalized and not subject to the harmonization rule. The appellants further complain that CFTC failed to put a precise number on the benefit of data collection in preventing future financial crises. But the law does not require agencies to measure the immeasurable. CFTC’s discussion of unquantifiable benefits fulfills its statutory obligation to consider and evaluate potential costs and benefits. See Fox, 556 U.S. at 519, 129 S.Ct. 1800 (<HOLDING>). Where Congress has required “rigorous, 
 Holding statements: (A) holding that attorneys are not debt relief agencies (B) holding that new york city agencies cannot be sued (C) holding that agencies are not required to adduce empirical data that cannot be obtained (D) holding that state agencies are treated as states under the eleventh amendment (E) recognizing that administrative agencies are not bound by rules of evidence

SOLUTION: holding that attorneys are not debt relief agencies

PROBLEM: of the due date.” Consent Motion at 1. As was made clear in Pioneer, however, “inadvertence, ignorance of the rules, or mistakes construing the rules do not usually constitute ‘excusable’ neglect.” 507 U.S. at 392, 113 S.Ct. 1489. See also Fox v. Am. Airlines, 389 F.3d 1291, 1294 (D.C.Cir.2004) (parties are “obligated to monitor the court’s docket”); Halmon v. Jones Lang Wootton USA, 355 F.Supp.2d 239, 244 (D.D.C.2005) (“Parties have an obligation to monitor the court’s docket and keep apprised of relevant deadlines.”). It is easy to see why this is so. If a simple mistake made by counsel were to excuse an untimely filing, “it [would be] hard to fathom the kind of neglect that we would not deem excusable.” Lowry v. McDonnell Douglas Corp., 211 F.3d 457, 464 (8th Cir.2000) (<HOLDING>). See also Spears v. City of Indianapolis, 74 
 Holding statements: (A) holding plaintiff bears the burden of showing that delay was due to oversight inadvertence or excusable neglect (B) holding that the states failure to object to a late petition for appeal of a termination order granted by the trial court on the basis of excusable neglect constituted a waiver of the states right to contest excusable neglect on appeal to the court of appeals (C) holding that failure to accurately calculate the thirtyday appeal period is not excusable neglect (D) holding that the circuit judge did not have the authority to extend the thirtyday time limit for filing a notice of appeal (E) holding that the concept of excusable neglect could not be invoked to gloss over a failure to take minimum safeguards for determining that action is being taken

SOLUTION:
holding plaintiff bears the burden of showing that delay was due to oversight inadvertence or excusable neglect