As introduced: - Requires employers to provide prior written notice to employees before using electronic monitoring tools and limits monitoring to the least invasive means necessary for a legitimate business purpose. - Prohibits certain monitoring practices, including the use of facial or emotion recognition technology, monitoring in private areas such as breakrooms, and monitoring of off-duty employees. - Requires employers using automated decision systems for employment decisions to obtain an independent impact assessment and provide meaningful human oversight. - Protects employees from retaliation for refusing to follow a directive from an automated system if the employee has a good faith belief it would cause harm, be illegal, or violate professional standards.
| Date | Chamber | Action |
|---|---|---|
Feb 12, 2026 | — | Introduced, referred to House Labor |
| Last Action | Feb 12, 2026 |
|---|---|
| Year | 2026 |
| Bill Type | Bill |
| Created | Mar 21, 2026 |
| Updated | Feb 13, 2026 |