A. Disparate impact claims are prima facie illegal, and no evidence to prove discrimination is required.
B. Disparate impact claims may occur if the employee can prove, with direct or indirect evidence, that the employer is using a seemingly legal defense as a pretext to justify the discrimination.
C. Disparate impact claims may occur when employers use legitimate employment standards that, despite their apparent neutrality, impose a heavier burden on a protected class than on other employees.
D. Disparate impact claims are solely restricted to cases involving either the Americans with Disabilities Act (ADA) or the Age Discrimination in Employment Act (ADEA).