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.
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.
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 employers have shifted to video interviews for new hires after COVID-19. Despite in-office attendance, video interviewing has continued, a convenient, efficient evaluation tool. Some video interviewing tools have artificial intelligence to maximize effectiveness.