Bill > SF4689

This bill establishes regulations for the use of automated decision systems (ADS) in employment settings within Minnesota, defining terms like "artificial intelligence" and "automated decision system" as computational processes that replace human judgment and materially impact individuals. Employers must provide written notice to workers and their representatives at least 30 days before introducing an ADS or implementing significant changes, detailing the system's purpose, the data it uses, its logic, and the individuals or vendors involved, and workers may opt out if reasonable alternatives exist. Employers are required to maintain records of data collected or produced by ADS for 36 months and destroy it after 37 months unless consent is given, while also protecting data confidentiality and allowing workers to request and correct their data. The bill prohibits employers from using ADS to violate laws, infer protected personal information (like immigration status or health status), make predictions unrelated to essential job functions, use facial or gait recognition, or collect undisclosed data, and restricts the use of individualized data for compensation decisions unless specific conditions are met. Furthermore, employers cannot solely rely on ADS for employment-related decisions, must ensure accuracy, and must have a designated internal reviewer investigate and corroborate ADS outputs with other evidence, with specific procedures for post-use notices, appeals, and access to information about the ADS's impact on employment decisions. The Commissioner of Labor and Industry is tasked with enforcing these provisions, investigating violations, and imposing civil penalties, with employers and their vendors or contractors being jointly and severally liable for violations, and the law takes effect on January 1, 2027.