As introduced: - Restricts employer use of electronic monitoring to specific, necessary business purposes and requires detailed notice to employees prior to monitoring. - Prohibits certain monitoring practices, such as using facial or emotion recognition, monitoring off-duty workers, and taking adverse action based on data from continuous time-tracking tools. - Requires employers that use an automated decision system to help make employment decisions to disclose information to affected employees related to the decision. - Requires employers to subject any automated employment decision tool to an independent bias audit prior to use and to remedy any resulting disparate impacts. - Mandates meaningful human oversight for employment decisions that utilize data from electronic monitoring or automated tools, and grants employees rights to access their data and challenge decisions.
| Date | Chamber | Action |
|---|---|---|
May 11, 2026 | — | REFERRED TO LABOR |
| Last Action | May 11, 2026 |
|---|---|
| Year | 2025 |
| Bill Type | Bill |
| Created | May 12, 2026 |
| Updated | May 12, 2026 |