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. The four incorrect answers are other holding statements. You should find the correct option. There is a <HOLDING> token in the position of the citing text prompt where the holding statement was extracted.

Example Input: analysis and did not provide any guidance as to its future implications.... ”); Schafer, 598 N.E.2d at 553 (“Sturrup is out of the mainstream of caselaw on equal protection analysis_(citation omitted));. Robbins, 941 F.Supp. at 793 (“Federal equal protection ‘rational basis’ analysis does not contain an ‘overbroad’ component. Rather, high school transfer rules, like the rule in question, are valid and enforceable.” (citations omitted)); Jordan, 813 F.Supp. at 1381 (refusing to apply Sturrup overbreadth scrutiny and writing “Indiana’s practice of subjecting equal protection and procedural due process claims to ‘over 75 (N.D.Ill.1978) (finding Illinois version of Transfer Rule did not violate equal protection); Simkins v. S.D. High Sch. Activities Ass’n, 434 N.W.2d 367 (S.D.1989) (<HOLDING>); Chabert v. La. High Sch. Athletic Ass’n, 323 
 Holding statements: (A) holding illinois high school associations version of the transfer rule did not violate federal equal protection (B) holding transfer rule did not violate federal equal protection (C) holding that the cap does not violate equal protection (D) holding that doctrine does not violate equal protection (E) holding transfer rule did not violate federal equal protection as rule was uniformly applied not arbitrary and rationally related to legitimate government interest
Example Output: (B)

Example Input: sophisticated consumer” might well reach the same conclusion. In sum, particularly at this early stage, defendants cannot establish as a matter of law that Santander is a creditor exempt from the FDCPA. Thus, the motion to dismiss should be denied. TCPA Claims Defendants move to dismiss plaintiffs’ claims under the TCPA based on an exception contained in 47 C.F.R. § 64.1200(a)(2), which excepts calls to a residential line when made pursuant to an “established business relationship.” It is difficult to imagine how that exemption would apply to Letricia Hamlett, who was not a signatory to the loan, but in fairness there is at least one case that supports this odd interpretation of the law. See Santino v. NCO Fin. Sys., Inc., No. 09-CV-982, 2011 WL 754874, at *6 (W.D.N.Y. Feb. 24, 2011) (<HOLDING>); but see Watson v. NCO Group, Inc., 462 
 Holding statements: (A) holding  2254 applies to administrative proceedings (B) holding that the fourteenth amendment only applies to state action (C) holding exemption applies to nondebtor (D) holding that fourteenth amendment only applies to state action (E) holding that  1447c applies to counsel
Example Output: (C)

Example Input: properly consider the Handbook as it was incorporated by reference in the complaint and attached as an exhibit to the first amended complaint. III. Analysis In the District of Columbia, all employment is at-will “unless a contrary contractual intent is clearly expressed!.]” Turner v. Fed. Express Corp., 539 F.Supp.2d 404, 410 (D.D.C.2008), citing Green v. Bowne of N.Y., LLC, 2002 U.S. Dist. LEXIS, at *1-2 (D.D.C. Sept. 5, 2002) (internal citations omitted). Even if the employer has provided its employees with an employee handbook, the handbook is not enforceable as an employment contract if it disclaims the establishment of contractual obligations and explicitly provides that employment may be terminated at-will. Futrell v. Dep’t of Labor Fed. Credit Union, 816 A.2d 793, 806 (D.C.2003) (<HOLDING>); Boulton v. Inst. of Int’l Educ., 808 A.2d 
 Holding statements: (A) recognizing that the legislature can create statutory exceptions to atwill employment (B) holding that employee handbook did not give rise to implied contract where it stated that it was not a contract and that employment was terminable at will (C) holding that language in employee handbook stating that it was not to be considered as creating terms and conditions of an employment contract and that the employment relationship was employment atwill  was sufficiently explicit to preclude the creation of implied contractual obligations as a matter of law (D) holding that a disclaimer setting forth policies for general guidance only which stated that it did not create a binding contract and that the employee could be terminated without notice and at will at any time for any reason unambiguously provided that employment was atwill (E) holding that employee guidebook did not create an implied employment contract as it contained a clearlystated boldfaced disclaimer and statement that employment was atwill
Example Output:
(E)