As amended 5/22/2025: - Restricts the use by an employer or an employment agency of electronic monitoring or an automated employment decision tool to screen a candidate or employee for an employment decision unless such tool has been the subject of an impact assessment within the last year. - Establishes requirements for an impact assessment. - Requires notice to employment candidates of the use of such tools. - Prohibits using an automated decision-making tool in violation of civil rights laws, or solely relying on output from such a tool when making employment decisions. - Requires providing access to employees with a right to correct inaccuracies. - Prohibits an employer from taking adverse action against an individual for exercising rights under this act. - Requires providers of such systems to give notice of obligations to employers.
| Date | Chamber | Action |
|---|---|---|
Jan 7, 2026 | — | referred to codes |
Jun 5, 2025 | — | reported referred to rules |
Jun 5, 2025 | A | Hearing Scheduled - Codes |
May 28, 2025 | — | reported referred to codes |
May 28, 2025 | A | Hearing Scheduled - Labor |
May 22, 2025 | — | amend and recommit to labor |
May 22, 2025 | — | print number 3779a |
Jan 30, 2025 | — | referred to labor |
| Last Action | Jan 7, 2026 |
|---|---|
| Year | 2025 |
| Bill Type | Bill |
| Created | Mar 21, 2026 |
| Updated | Jan 8, 2026 |