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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.
Many businesses use artificial intelligence AI, algorithms, software, technology to make employment-related decisions. Employers have many computer-based tools for hiring, monitoring job performance, determining pay, promotions, establishing terms and conditions.
OSHA published its COVID-19 Vaccination and Testing ETS on November 5, 2021, which applies to employers with 100 or more employees, CMS is requiring full vaccination of workforce by Jan 4, 2022, EEOC is addressing AI use in hiring, FAIR Act updates, and more.