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?

Question

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The burden of proving that the challenged practice is job-related for the position in question falls on the employer. This means that the employer must show that the practice is necessary for the job and that there are no other alternatives that would not result in such a discriminatory impact.

Under the Civil Rights Act of 1991, Once a Plaintiff