This is a significant decision in favor of employees claiming age discrimination because it requires employers to prove that their choices are reasonable, thus making such cases harder and costlier for employers to defend. While plaintiffs must still isolate and identify specific employment practices that are allegedly responsible for the observed statistical disparities, the employer who seeks to benefit from the "reasonable factors other than age" exemption is required to prove that it applies. This decision significantly decreases the burden that employees must carry in disparate-impact age claims. Meacham, et. al. v. Knolls Atomic Power Laboratory, et. al., Case Number 06-1505, 2008 U.S. Lexis 5029 (June 19, 2008). [Read the entire court ruling].