---
title: "Summarise an employer's artificial-intelligence policies against Title VII and the ADA"
url: "https://ailawframework.com/practice/anti-discrimination-and-industrial-relations/summarise-an-employer-s-ai-related-policy-suite-against-workplace-law/united-states"
type: "task_jurisdiction_version"
site: "AI Law Framework"
id: "A15-B6-5-US"
practice_area: "Anti-Discrimination & Industrial Relations"
tier: "yellow"
lawyer_review: "required"
jurisdictions: ["US"]
last_reviewed: "2026-10-22"
---

# Summarise an employer's artificial-intelligence policies against Title VII and the ADA

> Summarise each policy in a table against the employment step it covers, and mark a step in the file that no policy addresses. Write no policy sentence.

Canonical page: https://ailawframework.com/practice/anti-discrimination-and-industrial-relations/summarise-an-employer-s-ai-related-policy-suite-against-workplace-law/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 | Summarise each policy in a table against the employment step it covers, and mark a step in the file that no policy addresses. Write no policy sentence. |
| What the lawyer must review | You decide whether the policies meet the statutes. Title VII (42 U.S.C. § 2000e-2(a)) prohibits an employer from refusing to hire, discharging, or otherwise discriminating in compensation, terms, conditions or privileges of employment because of race, color, religion, sex or national origin, and from classifying employees or applicants so as to deprive them of employment opportunities because of those characteristics. The ADA (42 U.S.C. § 12112(a) and (b)(6)) prohibits disability discrimination, including selection criteria that screen out an individual or a class of individuals with a disability unless the criteria are job-related for the position and consistent with business necessity. Section 12112(d) includes medical examinations and inquiries: a covered entity shall not conduct a medical examination or make a disability inquiry of a job applicant before an offer, except as paragraph (d) provides. The EEOC explainer of 29 April 2024 says these laws apply to artificial intelligence, gives an intentional resume-screener example, and describes disparate impact, video-interview speech scoring, and facial-recognition error. A policy summary is not a finding that the employer complied. |
| Written for | United States |
| Applies to | [Summarise an employer's AI-related policy suite against workplace law](https://ailawframework.com/practice/anti-discrimination-and-industrial-relations/summarise-an-employer-s-ai-related-policy-suite-against-workplace-law.md) |

## Checking plan

- What the AI does: Summarise each policy in a table against the employment step it covers, and mark a step in the file that no policy addresses. Write no policy sentence.
- Basis: Checked against the linked sources on 22 October 2026. Confirm the current instrument before reliance.

## Notes

- The explainer lists age (40 or older) and genetic information. The ADEA and GINA were not opened.
- Do not use the EEOC harassment guidance. Portions were vacated on 15 May 2025, and that guidance was not the measure for this summary.

## 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, What is the EEOC's role in AI? (29 April 2024)](https://www.eeoc.gov/sites/default/files/2024-04/20240429_What%20is%20the%20EEOCs%20role%20in%20AI.pdf) (checked 2026-10-22)

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