Bill > HB828

This bill establishes rules for the use of automated employment decision tools, which are defined as computational processes using machine learning, statistical modeling, data analytics, or artificial intelligence to produce simplified outputs like scores or recommendations that influence decisions about hiring, promotion, retention, or disciplinary actions for workers, including independent contractors. Employers, employment agencies, or personnel placement services cannot solely rely on these tools for employment determinations; instead, a human reviewer must check the tool's output for accuracy. Furthermore, before using such a tool, employers must provide written notice to workers or prospective workers at least ten days in advance, detailing the tool's purpose, the qualifications it assesses, the data it uses and its sources, and the data retention policy. This notice also informs them about their right to request an alternative assessment that doesn't involve automated tools, which the employer must then use for the employment determination.