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New York City Department of Consumer and Worker Protection proposed rules for automated employment decision tools law, which conditions use of automated employment decision tools by employers on compliance with requirements like bias audits and notifications.
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.
The Equal Employment Opportunity Commission EEOC issued comprehensive technical assistance guidance, The Americans with Disabilities Act and the Use of Software, Algorithms, and Artificial Intelligence to Assess Job Applicants and Employees. Guidance defines algorithms, AI.