---
title: "Compare a workplace policy with Title VII and the ADA"
url: "https://ailawframework.com/practice/anti-discrimination-and-industrial-relations/compare-a-workplace-policy-to-the-applicable-discrimination-duties/united-states"
type: "task_jurisdiction_version"
site: "AI Law Framework"
id: "A15-A20260923-2-US"
practice_area: "Anti-Discrimination & Industrial Relations"
tier: "yellow"
lawyer_review: "required"
jurisdictions: ["US"]
last_reviewed: "2026-10-22"
---

# Compare a workplace policy with Title VII and the ADA

> 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.

Canonical page: https://ailawframework.com/practice/anti-discrimination-and-industrial-relations/compare-a-workplace-policy-to-the-applicable-discrimination-duties/united-states  
Last reviewed: 2026-10-22

Site index for agents: https://ailawframework.com/llms.txt

## Key facts

| Fact | Value |
| --- | --- |
| Practice area | [Anti-Discrimination & Industrial Relations](https://ailawframework.com/practice/anti-discrimination-and-industrial-relations.md) |
| Human involvement | Yellow: Lawyer and AI draft together |
| 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 | United States |
| Applies to | [Compare a workplace policy to the applicable discrimination duties](https://ailawframework.com/practice/anti-discrimination-and-industrial-relations/compare-a-workplace-policy-to-the-applicable-discrimination-duties.md) |

## Checking plan

- What the AI does: 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.
- Basis: Checked against the linked sources on 22 October 2026. Confirm the current instrument before reliance.

## Notes

- The harassment-guidance page, opened on 22 October 2026, states that on 15 May 2025 a federal court declared unlawful and vacated portions of that document nationwide in Texas, et al. v. EEOC, 2:24-CV-173 (N.D. Tex. May 15, 2025). The vacated text was not used.
- Age of 40 or older and genetic information appear in the EEOC's April 2024 artificial-intelligence explainer. The ADEA and GINA were not opened. Do not apply them from this comparison.

## Sources

- [42 U.S.C. § 2000e-2, unlawful employment practices (Title VII)](https://www.law.cornell.edu/uscode/text/42/2000e-2) (checked 2026-10-22)
- [42 U.S.C. § 12112, discrimination (Americans with Disabilities Act, Title I)](https://www.law.cornell.edu/uscode/text/42/12112) (checked 2026-10-22)
- [EEOC Enforcement Guidance on Harassment in the Workplace (page noting partial vacatur on 15 May 2025)](https://www.eeoc.gov/laws/guidance/enforcement-guidance-harassment-workplace) (checked 2026-10-22)

## Forms and precedents for this task

| Form or precedent | Kind | AI level | Summary |
| --- | --- | --- | --- |
| [Compare a workplace policy with the duties opened for this file](https://ailawframework.com/precedents/anti-discrimination-and-industrial-relations/workplace-policy-comparison.md) | Checklist | Yellow | Comparison of an existing policy with section 61 of the Disability Discrimination Act 1992, if the policy is put forward as an action plan, and with the positive duty as the Fair Work Ombudsman page… |

Signed-in accounts can read the full text of each one.

*Practice guidance for planning and review. Confirm current primary sources and the requirements of the actual matter. This is general information, not legal advice.*