Disparate impact case provision changed.

HF 2182 modifies Minnesota's human rights law regarding employment cases involving disparate impact. It requires employers defending practices causing statistically significant adverse impacts on protected groups (like race or gender) to specifically show the practice is "manifestly related to the job for the position in question," not just generally related to their business. This change applies directly to employers facing lawsuits under Minnesota Statutes section 363A.28. The bill clarifies the standard employers must meet to justify their practices, making the burden of proof more specific to the actual job role in question.