California SB947 regulates the use of automated decision systems in employment, prohibiting certain uses and requiring employer disclosures.

California SB947 adds regulations on automated decision systems (ADS) used in employment. Employers cannot use ADS to violate labor laws, infer protected status, or take adverse actions against workers exercising legal rights. Employers must not use ADS output for disciplinary or termination decisions without human corroboration. Employers must provide a postuse notice to employees when ADS is used for such decisions, detailing the reliance on ADS and the right to access employee data.

California SB947 regulates the use of automated decision systems in employment, prohibiting certain uses and requiring employer disclosures.

California SB947 adds regulations on automated decision systems (ADS) used in employment. Employers cannot use ADS to violate labor laws, infer protected status, or take adverse actions against workers exercising legal rights. Employers must not use ADS output for disciplinary or termination decisions without human corroboration. Employers must provide a postuse notice to employees when ADS is used for such decisions, detailing the reliance on ADS and the right to access employee data.