Disparate impact cases provision modifications

This bill amends Minnesota's anti-discrimination law to clarify standards for employment practices that disproportionately affect protected groups (like race, gender, or religion). It requires employers facing disparate impact claims to prove a challenged practice is not only job-related but specifically necessary for the *exact position* in question. If employers meet this burden, employees or applicants can still win by showing a less harmful alternative practice that achieves the same business goal. The changes apply to cases under Minnesota Statutes 363A.08-363A.19, affecting employers and employees in discrimination lawsuits.