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: 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

Output: 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

Input: Consider Input: Apr. 14, 2011). Accord Wright v. Goord, 554 F.3d 255, 274 (2d Cir.2009) (dismissing a retaliation claim whose only causal basis was a letter that plaintiff wrote many weeks before the allegedly retaliatory acts, implicating officers other than named defendants). See also Def. Mem. at 11 ("[A] claim that one defendant took action against the plaintiff in retaliation for a complaint made against a different [officer] [should be] viewed with particular skepticism."). 40 . Def, Mem. at 17. 41 . See id. (citing exclusively to Eighth Amendment cases). 42 .Id. 43 . See Wright, 554 F.3d at 274. 44 . Def. Mem. at 18. 45 . Def. Mem. at 19. 46 . Davis, 320 F.3d at 353. 47 . Dawes, 239 F.3d at 493. 48 . Compare Hofelich v. Ercole, No. 06 Civ. 1369, 2010 WL 1459740, at *2 (S.D.N.Y. Apr. 10, 2010) (<HOLDING>), with Rembert v. Cheverko, No. 12 Civ. 9196,
Holding statements: (A) holding that the plaintiffs placement on paid administrative leave constituted an adverse action for purposes of a first amendment retaliation claim (B) holding that a verbal threat of being fired is not an adverse employment action for purposes of title vii (C) holding that verbal threats if they are specific can constitute adverse action for retaliation purposes (D) holding that a suspension with pay may constitute materially adverse action for the purposes of retaliation claims depending on the facts of the case (E) holding that a transfer of job duties can constitute an adverse employment action

Output: holding that the plaintiffs placement on paid administrative leave constituted an adverse action for purposes of a first amendment retaliation claim

Input: Consider Input: 11 . Ultimately, Dr. Donner did not testify at trial, in light of Appellant's decision to waive the presentation of mitigating evidence. 12 . Moreover, Appellant made it clear to counsel that his ultimate desire was to secure an outright acquittal on the theory that the victim's death was not the result of his actions at all, but was caused by some undetermined, coincidental fatal brain abnormality. Obviously, the prospect of securing an outright acquittal was a difficult task for counsel given the facts adduced at trial. 13 . We note that Appellant does not allege counsel's ineffectiveness for failing to previously raise the allegation of a Brady violation. Accordingly, we could dispose of this issue on the basis of waiver. See Commonwealth v. Roney, 622 Pa. 1, 79 A.3d 595, 609 (2013) (<HOLDING>). However, the Commonwealth has not argued
Holding statements: (A) holding that a brady violation is waived by guilty plea (B) holding claim of alleged brady violation waived on collateral appeal for failure to raise it at trial or on direct appeal (C) holding that where the fourth amendment question was raised at trial but not preserved on direct appeal in the state court the defendants failure to raise the issue on appeal in the state courts did not suffice to avoid stone (D) holding claims must be raised on direct appeal or waived (E) holding that a party may not raise a claim on appeal that was not presented to the trial court
Output: holding that a brady violation is waived by guilty plea