When there is a finding that a selection process has adverse impact, the burden of proof shifts back to the employer to defend the selection process. According to the Uniform Guidelines on Employee Selection Procedures, it is assumed the employer$$s practice was discriminatory unless the

a$.$ employer proves the discriminatory impact was unintentional.

b$.$ applicant proves the discriminatory impact was intentional.

c$.$ employer provides sufficient validity evidence.

d$.$ EEOC approved the employer$$s practice in question.