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.

Example Input: Specifically, the EEOC regulations interpreting the Act provide that, in determining whether a claimant is disabled because he is significantly restricted in his ability to perform "either a class of jobs or a broad range of jobs in various classes," a court may consider: The job from which the individual has been disqualified because of an impairment, and the number and types of jobs utilizing similar training, knowledge, skills or abilities, within that geographical area, from which the individual is also disqualified because of the impairment (class of jobs). 29 C.F.R. 1630.20)(3)(ii)(B) (emphasis added). In making this determination, the reviewing court must decide whether the plaintiff is restricted in his or her ability to perform ei stems, Inc., 101 F.3d 346, (4th Cir.1996) (<HOLDING>). KCC argues on appeal that Burns's lifting
Holding statements: (A) holding that a lifting restriction of ten pounds did not constitute a physical impairment that substantially limited a major life activity (B) holding as a matter of law that a twentyfive pound lifting limitation particularly when compared to an average persons abilities does not constitute a significant restriction on ones ability to lift work or perform any other major life activity (C) holding that a lifting restriction did not substantially limit a computer technicians ability to engage in the major life activity of working (D) holding plaintiff with carpal tunnel syndrome who could not perform heavy lifting failed to meet burden of establishing substantial limitation in major life activity of work (E) holding that a twentyfive pounds lifting restriction did not substantially limit any major life activities
Example Output: holding that a lifting restriction of ten pounds did not constitute a physical impairment that substantially limited a major life activity

Example Input: employee." Lenoir v. Roll Coater, Inc., 13 F.3d 1130 (7th Cir.1994) citing Texas Dept. of Community Affairs v. Burdine, 450 U.S. 248, 101 S.Ct. 1089, 67 L.Ed.2d 207 (1981). In this case, the Defendants state that Turner was fired because management honestly believed that Turner had directed threats towards other employees. The testimony of Gibbons, Woodward and Overstreet supports that story. The Court finds that the Defendants' explanation has a reasonable basis in fact. The Court also finds that Turner's alleged conduct, if true, would be sufficient to warrant discharge. There is no question that if the Defendants honestly believed that Turner actually made threats of violence, that Turner could be rightfully discharged. See Lenoir v. Roll Coater, 13 F.3d 1130, 1133 (7th Cir.1994) (<HOLDING>). 3. Pretext. Because the Defendants'
Holding statements: (A) holding that the employers failure to interact with the employee does not preclude the employee from losing on summary judgment because the employee must still prove that a reasonable accommodation could have been made (B) holding that if management honestly believed that the plaintiff employee possessed a weapon wielded at coworkers and made menacing comments then management had a reasonable explanation for discharging the plaintiff employee (C) holding that an employee could not establish pretext when the employer in good faith believed that the employee engaged in misconduct regardless whether the employee in fact engaged in the misconduct (D) holding that a partner in and accounting firm who brought an action under the age discrimination in employment act adea and the employee retirement income security act erisa was considered an employee because he was subject to the control of a management committee which acted in secrecy and had no bona fide ownership interest fiduciary relationship voting right or management control (E) holding that a plaintiff must comply with the notice of claim requirements in order to maintain an action against a government employee even if the plaintiff claims that the employee acted with fraud or malice
Example Output: holding that the employers failure to interact with the employee does not preclude the employee from losing on summary judgment because the employee must still prove that a reasonable accommodation could have been made

Example Input: Ex. 16 (Memorandum from Barbara Birchette to Joyce Dews regarding "RIF Ranking" dated June 13, 1996). Defendant counters "that the evaluation of three teachers [who were over the age of 50] is statistically too small to have any meaning, particularly in light of the actual situation at the business academy." Defendant's Reply to Plaintiffs Opposition to Motion for Summary Judgment ("Def.'s Reply") at 4. Defendant notes that regarding the business education teachers, a 41 year old and a 50 year old were rated higher than a 35 year old, a 62 year old, and a 53 year old. Id. at 4. The Court agrees with defendant that this evidence is not highly probative and does not establish that there was discriminatory animus towards older employees in general. See Simpson, 823 F.2d at 942, 943 (<HOLDING>); Goss, 942 F.Supp. at 665 (rejecting
Holding statements: (A) holding that after court dismissed case at plaintiffs request notwithstanding the fact that jury had deliberated upon the case and indicated that it had reached a verdict there was no case pending in court on which a verdict could be predicated and the information which the judge got from an inspection of the petition handed to him by the foreman of the jury was information which he received as an individual and not as a judge of the court and further holding that despite violation of defendants right to receive the verdict that was purportedly reached the writing incorporated in the bill of exceptions as a verdict of the jury was in law no verdict because it was not received in court and published as required by law and was instead entirely extraneous and extrajudicial (B) holding that plaintiffs statistics regarding the average age of employees retained and fired during the period immediately preceding and following his termination even if arguably supporting an inference of discrimination to establish a prima facie case had insufficient probative value to support a jury verdict on the ultimate question of discrimination this was due in part because the plaintiff used the departure of only seventeen people as a basis for his statistical argument which the court concluded was suspect furthermore the plaintiff failed to provide the relative qualifications of those hired and the positions to which they were assigned and he neglected vital information regarding the pool of applicants and whether for example qualified older employees were available or applied for those jobs (C) holding that plaintiff could not establish prima facie case of discrimination where plaintiff failed to meet minimum qualifications for job (D) holding that a general motion for judgment of acquittal which asserted without explanation or argument that the state had failed to prove a prima facie case of the crime charged in the indictment was insufficient to preserve for appeal the specific argument that the state had failed to prove the age of the victim to support a conviction for sexual battery of a child under the age of eleven (E) holding that to make out the fourth element of a prima facie case of sex discrimination plaintiff must prove that males remained in similar positions and similarly for age discrimination that she was otherwise discharged because of her age
Example Output:
holding that after court dismissed case at plaintiffs request notwithstanding the fact that jury had deliberated upon the case and indicated that it had reached a verdict there was no case pending in court on which a verdict could be predicated and the information which the judge got from an inspection of the petition handed to him by the foreman of the jury was information which he received as an individual and not as a judge of the court and further holding that despite violation of defendants right to receive the verdict that was purportedly reached the writing incorporated in the bill of exceptions as a verdict of the jury was in law no verdict because it was not received in court and published as required by law and was instead entirely extraneous and extrajudicial