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.

Input: Consider Input: to intervene” as a linguistic tool to highlight how little personal participation the defendant had in the arrest in that particular case. The passage shows how far below the required minimum level of involvement that particular defendant exhibited. Read in whole, Brown more accurately shows that personal participation in an arrest, or supervisory control over the arresting officer, is required in order to establish liability for unlawful arrest — mere presence is not enough. However, even assuming Plaintiffs are correct, and that law enforcement officers have a duty to intervene in other officer’s unlawful arrests, it cannot be said that the Canine Handlers or Alma Officers violated clearly established law in this case. See, e.g., Jones v. Cannon, 174 F.3d 1271, 1286 (11th Cir.1999) (<HOLDING>). The Canine Handlers and Alma Officers were 
 Holding statements: (A) holding that inquiry as to whether officers are entitled to qualified immunity for use of excessive force is distinct from inquiry on the merits of the excessive force claim (B) holding that an officer could be held liable for failing to intervene in preventing an unlawful strip search (C) holding that a military police officer was entitled to qualified immunity from an excessive force suit when he objectively reasonably believed that he used reasonable force (D) holding that while case law generally indicates that an officer can be held liable for failing to intervene in another officers use of excessive force the absence of authority from the supreme court or the eleventh circuit dealing with similar circumstances supported granting qualified immunity to a defendant (E) holding that a police officer was not liable for use of excessive force since  951 requirements were satisfied

Output: holding that inquiry as to whether officers are entitled to qualified immunity for use of excessive force is distinct from inquiry on the merits of the excessive force claim


Input: Consider Input: party; (4) the judgment is void; (5) the judgment has been satisfied, released, or discharged, or a prior judg ment upon which it is based has been reversed or otherwise vacated, or it is no longer equitable that the judgment should have prospective application; or (6) any other reason justifying relief from the operation of the judgment. Fed. R. Civ. P. 60(b). “In deciding a Rule 60(b) motion, a court must balance the policy in favor of hearing a litigant’s claims on the merits against the policy in favor of finality.” Kotlicky v. United States Fid. & Guar. Co., 817 F.2d 6, 9 (2d Cir.1987) (citation omitted). Moreover, Rule 60(b) motions are left to the sound discretion of the district judge. See Nat’l Petrochemical Co. of Iran v. The M/T Stolt Sheaf, 930 F.2d 240, 244 (2d Cir.1991) (<HOLDING>). “To prevail on a motion for relief pursuant 
 Holding statements: (A) holding that motions to vacate a judgment are addressed to the sound discretion of trial justice (B) holding that a motion to vacate a judgment under fedrcivp 60b is addressed to the sound discretion of the trial court   citations omitted (C) holding that fedrcivp 60b motion premised on fraud on the court is available only to prevent a grave miscarriage of justice (D) holding that motion filed under fedrcivp 60b properly construed as successive  2255 motion (E) holding a motion to withdraw a guilty plea and grant trial is addressed to the sound discretion of the trial court and the supreme court will not upset the courts ruling unless there is a sufficient showing of abuse of discretion

Output: holding that motions to vacate a judgment are addressed to the sound discretion of trial justice


Input: Consider Input: of the RIF, Dr. Mereish, a pharmacologist, was not conducting research at the USAMRIID but rather was on detail to the Biological Arms Control Treaty Organization. Dr. Assaad, a physiologist, was working on developing a vaccine for ricin utilizing a particular kind of antigen. His research, however, was superseded soon after he was discharged in favor of new ricin research based on a recombinant molecular construct, which is an entirely different source than the antigen upon which Dr. Assaad was focusing. Finally, Dr. Cros-land, a physiologist, was investigating bo-tulinum toxins at the time he was laid off. He was attempting to develop a cell line that would respond to botulinum toxins, in order to facilitate further research of these agents. After he was lai 1176, 1183 (5th Cir.1996) (<HOLDING>). If we failed to allow proffered 
 Holding statements: (A) holding that an employee may establish that the legitimate reason for an employment decision offered by an employer is pretextual by showing by a preponderance of the evidence either that the discrim inatory reason was the true reason motivating the employers conduct or that the profferred legitimate reason was false (B) recognizing as a legitimate reason for conducting layoffs a firms need to retain employees with the contemporary skills necessary to assimilate new technologies (C) holding that a firms decision to implement a reductioninforce to meet its budgetary goals during a business downturn was a legitimate reason for terminating an employee (D) holding that even an incorrect belief that an employees performance is inadequate can be a legitimate reason for an adverse employment action (E) holding that drugrelated misconduct is a legitimate nondiscriminatory reason for termination


Output: holding that an employee may establish that the legitimate reason for an employment decision offered by an employer is pretextual by showing by a preponderance of the evidence either that the discrim inatory reason was the true reason motivating the employers conduct or that the profferred legitimate reason was false