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?

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According to the Civil Rights Act of 1991, once an aggrieved applicant or employee demonstrates that an employment practice (such as "must lift 100 pounds") has a disparate (or "adverse") impact on a particular group, then the burden of proof shifts to the employer, who must show that the challenged practice is job related.

Under the Civil Rights Act of 1991,once a Plaintiff Shows