TASK DEFINITION: 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.
PROBLEM: contractual obligation." Peralta v. Cendant Corp., 123 F.Supp.2d at 65. See Belgrave v. City of N.Y., 1999 WL 692034, *45 (E.D.N.Y.1999) (Gleeson, J.)(dismissing the plaintiffs breach of contract claim where employee claimed that employer failed to follow its procedures for providing equal opportunity to employees); Mutua v. Tex. Roadhouse Mgmt. Corp., 753 F.Supp.2d 954, 968-69 (D.S.D.2010) (Schreier, J.Xgranting summary judgment on a breach-of-contract claim seeking to enforce the anti-discrimination provisions in the employer's employee handbook, because the employer already must abide by Title VII and a promise to perform a legal duty is not consideration for a return promise); Byra-Grzegorczyk v. Bristol-Myers Squibb Co., 572 F.Supp.2d 233, 254 (D.Conn.2008) (Kravitz, J.)(<HOLDING>); Gally v. Columbia Univ., 22 F.Supp.2d 199,
Holding statements: (A) recognizing that idea is simply not an antidiscrimination statute so that pure discrimination claim was not barred by parents failure to exhaust remedies under idea (B) holding that an administrative agency or a state courts finding that an employer had just cause to terminate a plaintiff is not preclusive with regard to the plaintiffs discrimination claim against the employer (C) recognizing that an antidiscrimination policy does not indicate that an employer is undertaking any contractual obligations towards the employee rather it requires the employer to comply with federal and state antidiscrimination laws (D) holding that the employee must at least provide his employer with enough information for the employer to be put on notice that the fmla is a consideration (E) holding an employee is an agent of his employer where the employer assumes the right to control time manner and method of work

SOLUTION: recognizing that idea is simply not an antidiscrimination statute so that pure discrimination claim was not barred by parents failure to exhaust remedies under idea

PROBLEM: or require the information it did. In light of the information possessed by the District as of June 2, 2011, the District's interference with Rutherford's right to return began then, and continued until the District ultimately terminated him. Once a technical violation of the FMLA has been establishedand here, the undisputed facts show that a violation occurredthe interference inquiry turns to whether the plaintiff experienced prejudice resulting from the violation. Ridings v. Riverside Medical Center, 537 F.3d 755, 764 (7th Cir. 2008). The District arg e his fitness to return to work, he had such proofa note from his doctor stating that he was fit to workand attempted to present it on June 2, 2011. See Vannoy v. Fed. Reserve Bank of Richmond, 827 F.3d 296, 302 (4th Cir. 2016) (<HOLDING>). Instead of reinstating him, the District kept
Holding statements: (A) holding that an employee who did not present evidence that she could have returned to work prior to the expiration of her fmla leave allowance was not entitled to additional leave merely because her employer had not properly provided her with notice that the leave was designated as fmla leave (B) holding a plaintiff to be ineligible for fmla leave wherein the plaintiff had not accumulated enough work hours (C) holding that a plaintiff who was unable to return to work before his fmla leave expired did not allege any denial of an fmla right but noting that ragsdale left open the possibility that employees could recover for notice violations on a casebycase basis if there was actual harm resulting from the violations (D) holding that both the cfra and the fmla require the employee to provide notice to the employer of the employees intent to take leave (E) holding that sufficient evidence of prejudice existed where plaintiff would have structured leave differently but employer had not provided notice of fmla right to reinstatement

SOLUTION: holding that an employee who did not present evidence that she could have returned to work prior to the expiration of her fmla leave allowance was not entitled to additional leave merely because her employer had not properly provided her with notice that the leave was designated as fmla leave

PROBLEM: and systematic," even when the cause of action has no relation to those contacts. LSI Indus. Inc. v. Hubbell Lighting, Inc., 232 F.3d 1369, 1375 (Fed.Cir.2000) (citing Helicopteros Nacionales de Colombia, S.A. v. Hall, 466 U.S. 408, 414-16, 104 S.Ct. 1868, 80 L.Ed.2d 404 (1984)). The district court correctly found that it lacked general jurisdiction over Oppenheimer. Oppenheimer has very limited contacts with California. Oppenheimer has shipped unspecified items to the defendant Spectrum Effects, Inc. of California. However, the record gives no indication of the context and significance of these shipments for Oppenheimer's business. Appellants failed to show that these acts amount to continuous and systematic contacts with California. See Helicopteros, 466 U.S. at 418, 104 S.Ct. 1868 (<HOLDING>). Additionally, Oppenheimer has exhibited
Holding statements: (A) holding that a choice of law provision is not sufficient to confer personal jurisdiction over a nonresident defendant (B) holding that purchases even if occurring at regular intervals were insufficient to establish general personal jurisdiction over a nonresident corporation (C) holding that business visits and purchases within a forum even if occurring at regular intervals are not enough to support general jurisdiction over a defendant (D) holding that court did not have personal jurisdiction over nonresident defendant because plaintiff failed to show that defendant was assignee of assignor over whom court had personal jurisdiction (E) holding no personal jurisdiction over nonresident guarantor

SOLUTION:
holding that a choice of law provision is not sufficient to confer personal jurisdiction over a nonresident defendant