Compliance Stuff

Takeaways The new regulations apply to all employers in California and pertain to any automated decision system — not just advanced “AI” tools, but also those using selection criteria for hiring, promotions or training. Employers are prohibited from using automated decision system (ADS) or criteria that result in discrimination based on protected categories under FEHA and must accommodate religious and disability needs. Employers should consider conducting bias audits of their ADS. Related links Civil Rights Council Secures Approval for Regulations to Protect Against Employment Discrimination Related to Artificial Intelligence Navigating California’s New Regulations on Automated Decision-Making Tools Article California’s Civil Rights Department finalized regulations to curb the discriminatory impacts of artificial intelligence and automated decision-making in the workplace. The  regulations apply to all employers in California  and  take effect on  Oct. 1, 2025 . The...

  Oregon Governor Tina Kotek just signed two bills into law that will soon change employer obligations regarding applicants and new hires. When these new laws take effect, you’ll need to rethink how you collect applicant data to strip away age-related information, and share more pay-related information with new hires. Let’s look over what we know, what’s still up in the air, and best practices for anticipated compliance with these two new laws. Restricting Age-Based Inquiries During Hiring ( HB 3187 ) HB 3187 amends  state law  to change how and when employers may request age-related information from applicants. Requirements The first new law cracks down on age-related questions early in the hiring process. It will prohibit employers from asking applicants their: age date of birth when the applicant attended or graduated from any educational institution This prohibition applies to any applicants who have not yet received an initial interview. If an employer does not condu...