Bill > HF4445

This bill establishes regulations for the use of automated decision systems (ADS) in employment settings, defining terms like "artificial intelligence" as autonomous machine-based systems that can influence environments, and "automated decision system" as a computational process using machine learning or AI that generates simplified outputs like scores or recommendations to assist or replace human decision-making, impacting individuals. Employers must provide workers with at least 30 days' notice before introducing an ADS for employment-related decisions, detailing its purpose, data sources, logic, and the entities involved, and workers must give affirmative written consent, with an option to opt out if reasonable alternatives exist. Employers must maintain records of data collected and used by ADS for 36 months and destroy it by 37 months unless consent is given, while also protecting data confidentiality and allowing workers to request and correct their data within seven days. The bill prohibits ADS from inferring sensitive personal information like immigration status, health, or beliefs, using facial recognition, or collecting undisclosed data, and mandates that ADS outputs cannot be the sole basis for employment decisions, requiring human review and corroboration. After an ADS is used for an employment decision, affected workers must receive a notice within 15 business days, or 30 days before discipline or termination, outlining their rights and providing a way to appeal, with appeals reviewed by an independent human reviewer who can overturn the decision. The commissioner of labor and industry will enforce these provisions, with penalties for violations, and employers and their vendors are jointly liable for any breaches.