Regards use of automated employment decision tools

This bill establishes rules for how employers and recruitment agencies can use automated software to make hiring and firing decisions. It requires that these tools, which use artificial intelligence or data analytics, never be the only factor used to decide a worker's employment status. Instead, a human must review the tool's output to ensure accuracy, and the organization must inform applicants at least ten days in advance about how the tool works and what data it uses. Additionally, the law grants workers the right to request an alternative evaluation method that does not involve the automated system if they choose.