Duty LXD-2644
Makes employment decisions, in the United States
Each law's tag says when it binds: since in force proposed proposed
Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act, unlawful employment practicessince 6 lines
42 U.S.C. § 2000e-2; 29 U.S.C. § 623 · Read the law's page
- Do not use a hiring, screening, or promotion tool in a way that fails or refuses to hire, or otherwise discriminates against, an individual because of race, color, religion, sex, or national origin (Title VII section 703(a)(1)), or because of age (Age Discrimination in Employment Act section 4(a)(1)).
- Do not use a tool to limit, segregate, or classify applicants for employment in a way that would deprive or tend to deprive an individual of employment opportunities because of race, color, religion, sex, or national origin (Title VII section 703(a)(2)).
- If you procure employees for an employer, or procure for employees opportunities to work for an employer, do not fail or refuse to refer, or classify or refer, an individual because of race, color, religion, sex, or national origin (Title VII section 703(b)), or because of age (Age Discrimination in Employment Act section 4(b)).
- Be ready to demonstrate that a particular employment practice that causes a disparate impact on race, color, religion, sex, or national origin is job related for the position in question and consistent with business necessity; a disparate impact is also established where the complaining party demonstrates an alternative employment practice and the respondent refuses to adopt it (Title VII section 703(k)(1)).
- Base any differentiation by age on a bona fide occupational qualification reasonably necessary to the normal operation of the business or on reasonable factors other than age (Age Discrimination in Employment Act section 4(f)(1)).
- Apply these rules if you are an employer with fifteen or more employees under Title VII, or twenty or more under the Age Discrimination in Employment Act, for each working day in each of twenty or more calendar weeks in the current or preceding calendar year, if you are an agent of such an employer, or if you are an employment agency or an agent of one.
Executive Order 14365 — Ensuring a National Policy Framework for Artificial Intelligencesince 0 lines
Exec. Order No. 14365 ()
Great American AI Act (Discussion Draft)proposed0 lines
Discussion Draft, 119th Cong. ()
Algorithmic Accountability Act of 2025proposed5 lines
S.2164, 119th Cong. (2025-2026)
- This measure is in committee and binds nobody yet; what follows is what it would require if it is enacted in this form.
- Conduct an impact assessment of an automated decision system used in a high-stakes context such as housing, employment, credit, or education.
- Disclose the impact assessment.
- Tell consumers when an automated decision system is being used to make a decision about them.
- Let consumers opt out of the use of an automated decision system.