Advise on AI used in hiring or workplace decisions under federal discrimination statutes
Key facts
- Human involvement
- YellowClose supervision
- How AI is used
- From the vendor description the lawyer supplies, list which employment steps the tool touches (screening, monitoring, promotion, firing) for Title VII/ADA analysis.
- What the lawyer must review
- Apply the EEOC position (April 2024): federal discrimination laws cover AI in these activities
- Open the current EEOC resources and the statute
- Check that any 2023 EEOC document is still live
- Written for / version
- United States versionUS
Rules that apply
The document starts from the task name. Change it if this piece of work is different.
Who does what
| Role | What they do |
|---|---|
| Assistance | Consider narrowly defined preparation support after confirming the tool’s capability and permitted scope. |
| Lawyer | Set the scope, supervise the work closely, verify every part relied on, resolve omissions and exceptions, and approve the exact output. |
Checklist
- Verify the applicable jurisdiction and the version of each relevant law, rule or instrument in force at the material time.
- Confirm the output against the client’s instructions and the complete relevant source material, including omissions or contradictions.
- Resolve exceptions and record the responsible lawyer’s approval of the exact output and intended use.