E$-$Tronics will be executing a reduction in force $($RIF$).$ Upon the last review, the HR Director notices that $95\%$ of the justification is sound. However, there appears to be a greater impact on a small group of employees over the age of $40.$ How should the HR Director handle the situation?

The HR Director should not pause the situation because doing so will cost the company potentially hundreds of thousands more in lost costs. These issues can be cleaned up for the second round of reductions.

The HR Director should realize that $95\%$ accuracy is actually better than most businesses in the real world. There are no risks to executing a RIF with this high degree of justification.

The HR Director should meet with the small group of employees over the age of $40$ and seek volunteers from the group that will agree to an early retirement plan.

The HR Director should put a hold on the process until E$-$Tronics achieves $100\%$ accuracy in ensuring there is no disparate impact to any legally protected group. The HR Director should also create documentation for legal precedence to ensure there is no disparate impact.