S 185

As amended on 4/17/2025: - Prohibits an employer from using electronic monitoring tools to collect employee data except for certain uses. Requires conspicuous written notice for such exempted uses. Limits use of such tools. - Prohibits employers from using automated employment decision tools unless the tool has undergone an impact assessment. Requires notice to employees. - Prohibits employers from using automated employment tools in ways that violate laws, harm employee health, predict personal traits, suppress labor rights, deduct lawful wages, exceed assessed use, or involve biometric technologies like facial or emotion recognition. Prohibits relying primarily on output from such a tool when making employment decisions. Requires meaningful human review. - Requires providing access to employees with a right to correct inaccuracies. - Prohibits retaliation. Creates civil liability.