The Equal Employment Opportunity Commission issued a final rule on March 30 amending its Age Discrimination in Employment Act regulations to conform with two U.S. Supreme Court decisions that recognized ADEA disparate impact claims and put the burden on employers to prove the act's “reasonable factors other than age” defense (77 Fed. Reg. 19,080), Smith v. Jackson, 544 U.S. 228, (2005), and Meacham v. Knolls Atomic Power Lab., 554 U.S. 84 (2008). The commission's ADEA regulations are codified at 29 C.F.R. Part 1625.