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United States Equal Employment Opportunity Commission EEOC issued guidance on how using software, algorithmic decision-making tools, AI for hiring, monitoring performance, determining pay, establishing employment conditions may violate Americans with Disabilities Act ADA.
Workplace artificial intelligence tools have matured from novel to mainstream. Legislators, administrative agencies have taken note and are examining, regulating these tools, with primary goal of ensuring they do not violate federal, state workplace discrimination laws.
Welcome to this month's issue of The BR Privacy & Security Download, the digital newsletter of Blank Rome’s Privacy, Security & Data Protection practice.
Does your website violate Americans with Disabilities Act? Plaintiffs filing more lawsuits against companies with sites not accessible to visually impaired users, claiming they do not meet Web Content Accessibility Guidelines, not configured for screen-reader software.
EEOC outlined three areas where AI hiring technology may violate ADA: employer not providing reasonable accommodation necessary for job applicant to be rated fairly; administering technology to screen out applicants; using technology to make disability related inquiries.