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:
is tied to the challenged retaliatory act, not the' underlying conduct that forms the basis of the Title VII complaint”). 1. Basic Contributor Rating LMC does not dispute that a basic contributor rating is an adverse employment action and that the action took place after Dr. Chawla’s August 2, 2011 and September 22, 2011 complaints. On September. 29, 2011, Mr. Hooker was notified that he was the subject of an investigation of Dr. Chawla’s complaints. Docket No. 37-2 at 5. However, Dr. Chawla does not contest that Mr. Nichols had a role in assigning the basic contributor rating and identified no specific facts upon which to conclude that Mr. Nichols was aware of Dr. Chawla’s prior complaints of discrimi nation. See Hinds v. Sprint/United Mgm’t Co., 523 F.3d 1187, 1203 (10th Cir.2008) (<HOLDING>). Dr. Chawla also does not attack the stated 
 Holding statements: (A) holding that in order to show a causal connection plaintiff must present evidence from which a reasonable factfinder could conclude that those who decided to fire him had knowledge of his protected activity (B) holding that to establish a causal connection plaintiff must show that the individual who took adverse action against him knew of the employees protected activity (C) holding that to show a causal connection the plaintiff must demonstrate a relationship between the misconduct and the plaintiffs injury (D) holding that the plaintiff failed to show retaliation where there was no evidence that the employees who disciplined him knew of his protected activity (E) holding that in addition to temporal proximity plaintiff must show further evidence supporting a causal connection
answer:
holding that to establish a causal connection plaintiff must show that the individual who took adverse action against him knew of the employees protected activity


question:
from disciplining him for absenteeism prior to May of 2007. Sánchez contends that AT & T’s offer of other positions was not reasonable because those positions offered lower compensation. He also contends that the offer of shift-swapping was not reasonable because AT & T did not provide the sched ules of other employees, as it had promised. However, we need not decide whether either of these accommodations was reasonable in isolation, because they were not offered in isolation — rather, they were offered as part of a series of attempts by AT & T to accommodate Sánchez. Many courts have found similar accommodations or combinations of accommodations to be reasonable under Title VII. See, e.g., Trans World Airlines, Inc. v. Hardison, 432 U.S. 63, 77-78, 97 S.Ct. 2264, 53 L.Ed.2d 113 (1977) (<HOLDING>); Morrissette-Brown v. Mobile Infirmary Med. 
 Holding statements: (A) holding injured employee who asked his employer for medical assistance and employer refused and employee then went to physician of his own choice employee could recover medical benefits (B) holding that employer reasonably accommodated seventh day adventist employee by inter alia agreeing to permit any shift exchanges that employee could arrange on his own (C) holding that employers must when appropriate accommodate a disabled employee by reassignment to a vacant position if employee cannot be accommodated in existing job (D) holding that a seniority and absenteeism system itself provided reasonable accommodation to a seventh day adventist employees religious needs (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
answer:
holding injured employee who asked his employer for medical assistance and employer refused and employee then went to physician of his own choice employee could recover medical benefits


question:
may, however, consider the contents of documents specifically referred to and incorporated into the complaint. Branch v. Tunnell, 14 F.3d 449, 454 (9th Cir.1994). A. Defendant OPM’s Motion to Dismiss 1. Claim for Recovery of Benefits under FEHBA Plaintiffs first cause of action is for recovery of benefits under 5 U.S.C. § 8900, et seq., the Federal Employee Health Benefits Act (“FEHBA”). OPM contends that the Court lacks subject matter jurisdiction over Plaintiffs claim under FEHBA, and thus Plaintiffs first cause of action should be dismissed under Federal Rule of Civil Procedure 12(b)(1). OPM argues that because Plaintiff has not exhausted his administrative remedies under FEHBA, the United States has not yet consented to the suit and jurisdiction is therefore lacking. ( Cir.1992) (<HOLDING>). OPM in its agency regulations under FEHBA 
 Holding statements: (A) holding agency claim requirements under the federal torts claim act must be exhausted before district court has jurisdiction (B) holding that a district court must dismiss habeas petitions containing any claims that have not been exhausted in state court (C) holding that administrative remedies must be exhausted prior to filing a claim in court (D) holding on direct review from the bia that bjecause minasyans claim to citizenship is not patently frivolous we have jurisdiction to review it irrespective of whether he has exhausted his claim before the agency (E) holding that a bivens claim cannot be brought against a federal agency
answer:

holding that a district court must dismiss habeas petitions containing any claims that have not been exhausted in state court