California SB947 regulates the use of automated decision systems in employment, requiring employers to provide notices and prohibiting certain uses.

California SB947 establishes rules for employers using automated decision systems (ADS) in employment-related decisions. Employers must provide a written postuse notice to workers if an ADS primarily influenced a disciplinary, termination, or deactivation decision. The notice must include details about the decision, the ADS used, and the employer's reliance on the ADS. Employers cannot use ADS for predictive behavior analysis or to infer protected status. The law also prohibits employers from retaliating against workers for exercising their rights under this part.

California SB947 regulates the use of automated decision systems in employment, requiring employers to provide notices and prohibiting certain uses.

California SB947 establishes rules for employers using automated decision systems (ADS) in employment-related decisions. Employers must provide a written postuse notice to workers if an ADS primarily influenced a disciplinary, termination, or deactivation decision. The notice must include details about the decision, the ADS used, and the employer's reliance on the ADS. Employers cannot use ADS for predictive behavior analysis or to infer protected status. The law also prohibits employers from retaliating against workers for exercising their rights under this part.