Compare a workplace policy with Title VII and the ADA
Key facts
- Human involvement
- YellowClose supervision
- How AI is used
- Put each policy clause beside the statutory duty it appears to address, and mark a clause the file does not tie to a duty. Write no policy clause and no charge.
- What the lawyer must review
- Title VII (42 U.S.C. § 2000e-2(a)) makes it an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to compensation, terms, conditions or privileges of employment, because of race, color, religion, sex or national origin, or to limit, segregate or classify employees or applicants for employment in a way which would deprive or tend to deprive any individual of employment opportunities because of those characteristics. The ADA (42 U.S.C. § 12112(a)) prohibits a covered entity from discriminating against a qualified individual on the basis of disability in job application procedures, hiring, advancement or discharge, employee compensation, job training, and other terms, conditions and privileges of employment. Discrimination includes not making reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability unless the covered entity can demonstrate undue hardship (section 12112(b)(5)(A)), and using qualification standards or other selection criteria that screen out or tend to screen out an individual with a disability or a class of individuals with disabilities unless the standard or criteria, as used, is job-related for the position and consistent with business necessity (section 12112(b)(6)). You decide whether the policy meets the duty. A policy is not itself a defence.
- Written for / version
- United States versionUS
Who does what
| Role | What they do |
|---|---|
| Assistance | Do not begin AI assistance until the responsible lawyer has defined and confirmed its 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
- Calculate operative dates independently from the current rule and actual triggering event. Check exceptions and record the verified deadline.
- Confirm that the actual tool, feature and processing terms permit use of this information, including access, retention, training and disclosure conditions.
- 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.