Once the employee has offered evidence to support a prima facie case for disparate treatment age discrimination,the employer burden of proof shifts and the employer (I)can present a legitimate and nondiscriminatory reason for its employment decision.
(II)can use the BFOQ defense
(III)can claim exemption from compliance based on the OWBPA
(IV)can claim a business necessity defense

Question

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The Answer of Once the employee has offered evidence to support a prima facie case for disparate treatment age discrimination,the employer burden of proof shifts and the employer (I)can present a legitimate and nondiscriminatory reason for its employment decision.
(II)can use the BFOQ defense
(III)can claim exemption from compliance based on the OWBPA
(IV)can claim a business necessity defense

Once the Employee Has Offered Evidence to Support a Prima