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: induced his employer to terminate his at-will employment?” See Haddle, 119 S.Ct. at 491. The Supreme Court ruled only on that issue. See Haddle, 119 S.Ct. at 492. The Eleventh circuit had already previously rejected the intracorpo-rate conspiracy doctrine. Because the in-tracorporate conspiracy doctrine was not before the Supreme Court, it would be a mistake to draw any inference from the Court’s silence on the issue. See United States v. Stewart, 650 F.2d 178, 180 (9th Cir.1981); Sacramento Valley Chapter of National Electrical Contractors Association v. International Brotherhood of Electrical Workers, 632 F.Supp. 1403, 1414 (E.D.Cal.1986), aff'd, 888 F.2d 604 (9th Cir.1989). The intracorporate conspiracy doctrine first developed in the anti-trust context. See Nelson, 200 F.2d at 914 (<HOLDING>). The Seventh Circuit extended the doctrine to 
 Holding statements: (A) holding that as a general rule the prosecution is entitled to prove its case by evidence of its own choice (B) holding a corporation cannot conspire with its officers and agents to restrain trade in its own products (C) holding that a hospital can conspire with members of its medical staff (D) recognizing that agents of a corporation may be held criminally responsible for crimes committed in the name of the corporation (E) recognizing that representation of a corporation by its officers in administrative proceedings is allowed

Answer: holding that as a general rule the prosecution is entitled to prove its case by evidence of its own choice


Question: that it can be restored, as when a house suffers smoke and water damage in a fire, the tort-feasor is liable for the costs of restoring the property to its former condition, up to the total value of the property. Applying these rules to fire-damaged trees is problematic. Is it the loss of the tree that is permanent, or the loss to the real estate? A tree that has burned and is dead is permanently destroyed, but the land on which the tree was located can be restored, either immediately by bringing in a fully grown tree or by planting a sapling. The question of “permanent” versus “temporary” damage is ultimately less helpful than the question of how the trees were used and their intrinsic value to the property. See, e.g., Mosteller v. Naiman, 416 N.J. Super. 632, 638, 7 A.3d 803 (2010) (<HOLDING>). One legal encyclopedia explains the use-value 
 Holding statements: (A) recognizing that quantifying damages for trees is a  complex subject  that depends upon the evidence in the particular case  (B) holding that suppression of secondary evidence depends on whether the police obtained the evidence through an exploitation of the prior illegality (C) recognizing that moving to the second stage of the saucier analysis is appropriate when the existence of a constitutional violation depends upon the resolution of uncertain state law (D) holding that the question whether section 3553b permits departure in some particular case is subject to plenary review (E) holding that the denial of due process in a particular case is subject to harmless error analysis

Answer: holding that suppression of secondary evidence depends on whether the police obtained the evidence through an exploitation of the prior illegality


Question: employee.” Lenoir v. Roll Coater, Inc., 13 F.3d 1130 (7th Cir.1994) citing Texas Dept. of Community Affairs v. Burdine, 450 U.S. 248, 101 S.Ct. 1089, 67 L.Ed.2d 207 (1981). In this case, the Defendants state that Turner was fired because management honestly believed that Turner had directed threats towards other employees. The testimony of Gibbons, Woodward and Overstreet supports that story. The Court finds that the Defendants’ explanation has a reasonable basis in fact. The Court also finds that Turner’s alleged conduct, if true, would be sufficient to warrant discharge. There is no question that if the Defendants honestly believed that Turner actually made threats of violence, that Turner could be rightfully discharged. See Lenoir v. Roll Coater, 13 F.3d 1130, 1133 (7th Cir.1994) (<HOLDING>). 3. Pretext. Because the Defendants’ 
 Holding statements: (A) holding that the employers failure to interact with the employee does not preclude the employee from losing on summary judgment because the employee must still prove that a reasonable accommodation could have been made (B) holding that if management honestly believed that the plaintiff employee possessed a weapon wielded at coworkers and made menacing comments then management had a reasonable explanation for discharging the plaintiff employee (C) holding that an employee could not establish pretext when the employer in good faith believed that the employee engaged in misconduct regardless whether the employee in fact engaged in the misconduct (D) holding that a partner in and accounting firm who brought an action under the age discrimination in employment act adea and the employee retirement income security act erisa was considered an employee because he was subject to the control of a management committee which acted in secrecy and had no bona fide ownership interest fiduciary relationship voting right or management control (E) holding that a plaintiff must comply with the notice of claim requirements in order to maintain an action against a government employee even if the plaintiff claims that the employee acted with fraud or malice

Answer:
holding that the employers failure to interact with the employee does not preclude the employee from losing on summary judgment because the employee must still prove that a reasonable accommodation could have been made