Response to the following question:
Once the employee has offered evidence to support a prima facie case for disparate treatment age discrimination, the employer burden of proof shifts and the employer:
(I) can present a legitimate and nondiscriminatory reason for its employment decision.
(II) can use the BFOQ defense
(III) can claim exemption from compliance based on the OWBPA
(IV) can claim a business necessity defense
A. I only.
B. I and II.
C. I, II, and III.
D. I, II and IV.
E. I, II, III and IV.