The framework for asserting a disparate-treatment claim under the Age Discrimination in Employment Act (ADEA) is the same framework that applies to disparate-treatment claims asserted under Title VII is a different framework from that which applies to disparate-treatment claims asserted under Title VII is based on a three-pronged test established by state law is nonexistent; an individual is prohibited from filing a disparate-treatment claim under the ADEA Question 3 (Mandatory) (1 point) If an employer employs 20 individuals in senior management roles and 19 of them are under the age of 36 this information might be considered direct evidence of age discrimination this information might be considered circumstantial evidence of age discrimination this is just a coincidence and has little relevance to a claim for age discrimination this will subject an employer to liability for age discrimination Question 4 (Mandatory) (1 point) What is an employer's burden in an age-discrimination claim that relates to the presentation of evidence illustrating a valid business justification for the imposition of an adverse employment decision? to present a prima facie face to present a legitimate non-discriminatory reason for an adverse decision