This bill regulates the use of automated decision systems in employment, allows public prosecutors to bring civil actions, and exempts employers from similar state law provisions if they comply with notice requirements.
If you use automated decision systems for employment decisions in California, you must provide data access to workers or face $500 fines.
What do these statuses mean? ▼
Affected Industries
Topics
What This Means
California's SB 947 aims to regulate the use of automated decision systems in employment, ensuring worker rights and data access. It allows public prosecutors to bring civil actions and exempts employers from similar state law provisions if they comply with this bill's notice requirements.
Key Provisions
- Prohibits employers from using ADS for specific employment functions.
- Requires employers to provide workers access to their data used in ADS decisions, specifically for disciplinary, termination, or deactivation decisions.
- Mandates written post-use notices for workers affected by ADS decisions.
- Protects workers from retaliation for asserting rights under the bill.
- Allows civil actions for damages by affected workers.
- Authorizes public prosecutors to bring civil enforcement actions for violations.
- Establishes a $500 civil penalty for employers violating the provisions.
- Exempts employers from similar state law provisions if they comply with this bill's notice requirements, except as specified.
- Applies to all cities, including charter cities, as a matter of statewide concern.
- Declares its provisions are severable.
Latest Legislative Action
Set for hearing April 20.
Bill Sponsors
| Name | Role | District |
|---|---|---|
| McNerney | Author | — |
| Reyes | Coauthor | — |
Compliance Checklist
Who: Employers using ADS.
Penalty: $500 civil penalty for non-compliance.
Who: Employers using ADS.
Penalty: $500 civil penalty for non-compliance.
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