Teacher: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. The four incorrect answers are other holding statements. You should find the correct option. There is a <HOLDING> token in the position of the citing text prompt where the holding statement was extracted.
Teacher: Now, understand the problem? Solve this instance: asserts that the real reason for his termination was UPS's failure to reasonably accommodate his disability. "Whether summary judgment is appropriate ... depends on numerous factors, including the strength of the employee's prima facie case, the probative value of the proof that the employer's explanation is false, and any other evidence that supports the employer's case and that properly may be considered." Price v. Fed. Express Corp., 283 F.3d 715, 720 (5th Cir.2002). We conclude that Cooper has not produced sufficient evidence from which a reasonable factfinder could infer that Cooper was discharged as retaliation for filing claims of discrimination. Accordingly, summary judgment in favor of UPS on Cooper's retaliatory discharge claims is appropriate. Cf. McCoy, 492 F.3d at 562 (<HOLDING>). III. CONCLUSION For the foregoing reasons, we
Holding statements: (A) holding that plaintiff cannot establish pretext because she is unable to show any causal connection her complaints and the adverse action (B) holding that the plaintiffs evidence of pretext was insufficient because the plaintiff failed to present evidence that the employer did not honestly believe its proffered reasons for its action (C) holding that summary judgment was appropriate where plaintiff attempted to prove pretext simply by showing that the defendant knew of her complaints and took an adverse employment action shortly thereafter and did not offer reasons as to why the legitimate reasons proffered for her discharge were pretextual (D) holding that posthoc reasons for an adverse employment decision constitute evidence of pretext (E) holding that the conflicting explanations given by defendants agents for the plaintiffs termination were also sufficient to raise a reasonable inference that defendants proffered reasons for the termination were pretextual the inconsistent testimony regarding the motivating reasons for plaintiffs termination cast doubts on the asserted nondiscriminatory legitimate reasons and may alone be sufficient to preclude summary judgment on plaintiffs claim
Student:
(C)