Employment AI Risk Assessment
Resume screeners, video-interview scorers, scheduling optimizers, and productivity-monitoring tools decide who gets hired, promoted, and let go, and they carry their own body of law separate from the clinical AI rules. This is the workforce companion to the clinical AI Risk Assessment: the Title VII, ADA, and ADEA duties that reach any selection tool, the EEOC position that an employer stays liable even when a vendor built the tool, the state and local rules that now require bias audits and candidate notice, and the governance that plugs workforce AI into your existing compliance program. Check items off as you confirm them; your progress saves in this browser.
Items are grouped into five lanes. Inventory enumerates every workforce AI tool and the employment decision it touches, because a tool nobody listed is a tool nobody validated. Federal antidiscrimination covers the Title VII disparate-impact, ADA, and ADEA duties that reach any selection procedure, automated or not, and the EEOC position that the employer is on the hook even when a vendor built the tool. State and local covers applicable current New York City, Illinois and California duties, plus preparation for Colorado SB 26-189 duties beginning January 1, 2027. Notice and transparency covers what applicants and employees have to be told and their path to human review. Vendor and governance covers contracting for bias-audit evidence and mapping workforce AI onto the same compliance program that governs the rest of the organization. Items badged High exposure carry direct statutory liability rather than process risk.
Inventory
Every workforce AI tool listed, its owner, the employment decision it drives (hire, promote, schedule, discipline, terminate, pay), and whether it makes or only supports the decision. Shadow HR-AI hunted, biometric tools flagged.
Federal Antidiscrimination
Title VII disparate-impact validation and the four-fifths check, ADA accommodation and screen-out risk, ADEA age-proxy risk, EEOC guidance, and the employer’s own liability for a vendor tool.
State & Local
NYC Local Law 144 independent bias audit and notice, the Illinois AI Video Interview Act, Colorado SB 26-189 preparation for January 1, 2027, and California’s FEHA automated-decision rules and recordkeeping.
Notice & Transparency
Telling applicants and employees when AI is used, offering an alternative or accommodation, and a real path to human review and appeal of an adverse automated decision.
Vendor & Governance
Contract terms that require bias-audit evidence and validation data, a written workforce-AI policy and approval gate, HR and manager training, a reporting channel, and monitoring, mapped to the OIG seven elements.
This risk assessment compiles selected federal, state, and local requirements that bear on employers using artificial intelligence in workforce decisions (among them Title VII, the ADA, the ADEA, the Uniform Guidelines on Employee Selection Procedures, EEOC guidance, New York City Local Law 144, the Illinois AI Video Interview Act and BIPA, the Colorado AI Act, and California FEHA automated-decision regulations), for general compliance-learning purposes. Employment-AI law is expanding quickly and this is not a complete inventory; the state and local items flag major laws but do not capture every jurisdiction, and it does not address wage-and-hour, labor-relations, or non-employment AI law. This is not legal advice. Brandon Goulter is not an attorney, and using this tool creates no professional advisory relationship. Verify current requirements against primary sources and confirm your own program’s compliance with a licensed employment attorney before relying on this tool. Checked items are stored only in your browser’s local storage, nothing is transmitted or saved to any server.