For example, U.S. employment law forbids disparate treatment of protected groups in an employer's decisions about hiring, promotion, and conditions and benefits of work. Disparate treatment includes denying an applicant a position for which she is otherwise qualified on the basis of her race. The law also regulates disparate impact, as follows. If an employer uses a hiring procedure that has a disparate impact on members of protected groups, defined by race, color, religion, sex, and national origin, that fact establishes a prima facie case. Disparate impact occurs if the proportion of protected-category applicants who are hired is smaller than their proportion in the relevant labor pool. If the employer is sued, and a prima facie case is established, she can rebut the prima facie case by showing that the hiring procedure in question is job-related and justified by business necessity, unless the government agency or individuals bringing suit can propose an alternative hiring test that is just as good for the purpose and would not have disparate impact. The comparable Canadian law requires that an employer make “reasonable accommodation, short of undue hardship” to avoid disparate impact roughly as just described.