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.

Q: see State v. Sosa, 1997-NMSC-032, ¶ 9, 123 N.M. 564, 943 P.2d 1017. {34} Defendant argues that two provisions in the current Delinquency Act suggest the Legislature’s intent to apply the beyond a reasonable doubt standard to the Section 32A-2-20 findings. These two provisions, Section 32A-2-24(B) (requiring proof beyond a reasonable doubt in probation revocation hearings), and Section 32A-2-16(E) (requiring proof beyond a reasonable doubt in a delinquency proceeding), are readily distinguishable from the amenability determination under Section 32A-2-20(B). First, the requirement of proof beyond a reasonable doubt in a delinquency proceeding is constitutionally mandated. See In re Winship, 397 U.S. at 364, 90 S.Ct. 1068. Second, a probation revocation hearing, l 7, 1140-41 (Ct.App.1978) (<HOLDING>); State v. Doe, 100 N.M. 649, 651, 674 P.2d 
 Holding statements: (A) holding that constitutional due process in civil contempt proceedings requires notice and a hearing but not the right to counsel (B) recognizing the right to trial by jury is a constitutional right to be given the same protections as other constitutional rights (C) holding right to testify was federal constitutional right (D) holding that treatment as a child is not a constitutional right but a right granted by the legislature and statute met basic due process requirements (E) holding basic elements of due process are notice and a right to be heard

A: holding that constitutional due process in civil contempt proceedings requires notice and a hearing but not the right to counsel
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Q: litigation. The district court can correct any abuses at the fees for fees stage under the “reasonableness” standard. The presumptive cap mostly takes away the discretion afforded to the district court in the statute. See 42 U.S.C. § 1988(b) (“[T]he court, in its discretion, may allow the prevailing party, other than the United States, a reasonable attorney’s fee as part of the costs... .”). , Congress knows how to set caps on fee applications and has done so in other contexts, yet it did not do so in § 1988. See, e.g., Baker Botts LLP v. ASARCO LLC, — U.S. -, 135 S.Ct. 2158, 2165, 192 L.Ed.2d 208 (2015) (concluding that a fee-shifting provision in the Bankruptcy Code does not allow for “[t]ime spent litigating a fee application”); In re Meese, 907 F.2d 1192, 1203 (D.C. Cir. 1990) (<HOLDING>); cf. Kaseman v. Dist. of Columbia, 444 F.3d 
 Holding statements: (A) holding that the countys permit fee violated the first amendment (B) holding that time entries such as preparation for hearing or preparation for school visit were too vague and reducing overall fee award by twentyfive percent (C) holding that fee application must be sufficiently detailed to allow court to make an independent evaluation as to what fees are actual and necessary and finding that failure to keep contemporaneous records does not automatically result in denial of the fees but the lack thereof justifies a reduction of the fee to the level proven (D) holding that attorneys fees for the preparation of the fee application are compensable (E) holding that the independent counsel reauthorization act does not permit fees claimed for the preparation of a fee application

A: holding that the countys permit fee violated the first amendment
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Q: regarding compensation and reasons for discipline, outline the company’s retirement plan, and contain other sections of information and advice. The evidence is sufficient to support the finding that Hartbarger received the yellow handbook and not the red handbook that contains a disclaimer stating that: “The policies in this book are subject to change____ They are not conditions of employment, and the language is not to be construed as a contract between [Paxton] and [its] employees. Employment is terminable at the will of either the employee or the Paxton division for which he or she works.” For purposes of this appeal, we will accept the finding that only the yellow handbook affected the employment relationship between the parties. Cf. McGinnis, 110 N.M. at 4-5, 791 P.2d at 455-56 (<HOLDING>). Page 10 of the yellow handbook is labeled 
 Holding statements: (A) holding that when terminating nonprobationary employee employer is bound by policies established in personnel policy guide that control the employeremployee relationship (B) holding that an employee could not be bound to an arbitration agreement that had been mailed to him by his employer acceptance of which was indicated by employees continued tenure with the company where there was no evidence in the record that the employee had received read or understood the document (C) holding that notwithstanding fact that employer brought suit in its own name pursuant to ocga  349111 c only for the liquidated amount that had been paid to the employee in workers compensation benefits after employee failed to file his own tort action within one year of injury employee was not precluded from bringing his own separate action to recover for personal injuries and loss of consortium but noting that employee received notice of employers suit only after filing his own action suggesting that court in which employers action was pending had wrongly denied the employees motion to intervene to which motion employer had objected noting that if employee had not moved to intervene in other action employees separate action would have been barred by laches and holding that thirdparty tortfeasor could move for mandatory joinder of the employer in the employees action (D) holding handbook binding on employment relationship where employee had not been issued a copy but employee helped draft the guide a copy was available in the department where she worked employees could review guide on request and it was published to employees in sense of having been made generally known to them and proclaimed officially by employer (E) holding employee could proceed against employer in action for fraudulent misrepresentation where employees complaint alleged inter alia employee was regularly exposed to lead fumes and dust at place of employment employer tested employees blood to monitor lead levels employer willfully and intentionally withheld employees test results which showed employee had developed leadrelated diseases and employer subsequently altered those results to induce employee to continue working for employer employee further alleged employers concealment of employees condition prevented employee from reducing his exposure to lead and obstructed him from receiving appropriate medical treatment and that delay in treatment resulted in aggravation of employees injury

A:
holding that when terminating nonprobationary employee employer is bound by policies established in personnel policy guide that control the employeremployee relationship
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