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]: period under IAD never commenced); Fields v. United States, 698 A.2d 485, 489-90 (D.C. 1997) (rejecting prisoner's substantial compliance argument and recognizing that court is bound by Fex); State v. Greenwood, 665 N.E.2d 579, 581-82 (Ind. 1996) (requiring strict compliance with IAD procedures and recognizing that procedures are "not mere technicalities"); Pinto v. Warden, C.A. No. 972412, 1999 WL 49378, at *7 (Conn. Super. Jan. 20, 1999) (stating that "[wjhile it is true that earlier decisions of courts were split on when the 180 day period begins, the majority of courts ... have held that the period begins to run once the request is actually received by the appropriate court and prosecutor"); Commonwealth v. Flores, C.A. No. 91-493, 1998 WL 792466, at *3 (Mass. Super. Nov. 6, 1998) (<HOLDING>). 48 . 1993 WL 138993, at *1 (Del. Super. Apr.
Holding statements: (A) holding that a pro se prisoner complaint is deemed filed as of the date the prisoner gives the complaint to prison officials to be forwarded to the court (B) holding that an noa filed by a pro se prisoner is deemed filed on the date that the prisoner delivers it to prison authorities for mailing (C) holding that the language of the statute and the courts duty to apply the statute as written requires the court to interpret the statute to apply when the prisoner is sentenced without regard to the institution where the prisoner is incarcerated after the sentencing (D) holding that the iad as construed by fex requires that a prisoner must be tried within 180 days of the date when his request for disposition is actu ally received by the state in which the charges are pending not when the prisoner provides that request to his custodial authorities (E) holding time begins when the prisoner knows the important facts not when the prisoner recognizes their legal significance
[A]: holding that a pro se prisoner complaint is deemed filed as of the date the prisoner gives the complaint to prison officials to be forwarded to the court

[Q]: 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
[A]: 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

[Q]: an arbitration clause, ther s Workers of Am., 422 F.2d 77, 81 (2d Cir.1970) (relying on "positive assurance" rule to conclude that employer claims were subject to arbitration). Notably, less than a month before this court heard oral arguments in this case, the Second Circuit again emphasized that although traditional rules of contract interpretation generally apply to these types of cases, they are not always "readily [ ] transposed into the context of national labor lawas though the notion 'one size fits all' applies in the law. On the contrary, in labor law there are other policies to con sider, in particular the strong presumption in favor of arbitrability...." Mulvaney Mechanical, Inc. v. Sheet Metal Workers Int'l Ass'n, 288 F.3d 491, 2000 WL 33730559, at *1 (2d Cir. Apr.24, 2002) (<HOLDING>). C. Interpretation of "Article XXIII:
Holding statements: (A) holding that in the grievance representation context an employee must prove that the unions acts tainted the grievance procedure such that the outcome was more than likely affected by the unions breach internal citation and quotation omitted (B) holding that presumption of arbitrability precluded employer from unilaterally repudiating its cba despite unions breach of nostrike clause (C) holding that a cause of action for breach of a purported implied contract would require interpretation of a cba and the totality of the parties contractual relationship (D) holding that proof of unions breach of duty to fairly represent is an essential element of employees hybrid suit (E) holding that no modification of the original employment contract occurred when the employer unilaterally issued a new handbook
[A]:
holding that in the grievance representation context an employee must prove that the unions acts tainted the grievance procedure such that the outcome was more than likely affected by the unions breach internal citation and quotation omitted