Under the Civil Rights Act of 1991, once a plaintiff shows disparate impact, who has the burden of proving that the challenged practice is job related for the position in question?

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Under the Civil Rights Act of 1991, once a plaintiff demonstrates a disparate impact, the burden shifts to the employer to prove that the challenged practice is job-related for the position in question and consistent with business necessity.

Under the Civil Rights Act of 1991, Once a Plaintiff