Reference no: EM133245825

 True or false: Based on Employment LAW

1. In the typical disparate impact case, the plaintiff proves discriminatory impact by showing statistical disparities between the number of protected class members in the qualified applicant group and those in the relevant segment of the workforce.

2. A facially neutral employment practice may be deemed illegally discriminatory without evidence of the employer's subjective intent to discriminate that is required in a disparate-treatment case.

3. In a disparate impact case, it is usually enough for the plaintiff in meeting his or her prima facie burden to challenge the cumulative effect of the employer's employment practices generally.

4. In a disparate impact case, "impact" could be measured by comparing the number of men in "skilled" positions (e.g., accountants, managers, electricians, doctors and engineers) with the number of women who are filing "unskilled" jobs at the employer.

5. An example of objective criteria that could have a discriminatory impact on a woman include weight and height requirements, as well, as minimum "strength" tests.