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AI Summary
SB947 addresses automated decision systems in employment, but specific provisions and roles require verification from the bill text.
Business Impact
If you use automated decision systems for employee evaluations in California, you must provide transparency and human review or face $500 penalties.
What do these statuses mean? ▼
Introduced
— Filed in the legislature; not yet heard in committee
In Committee
— Assigned to and being reviewed by a legislative committee
Passed
— Approved by one or both chambers; awaiting further action
Signed / Enacted
— Signed into law by the governor; may or may not be in effect yet
Dead / Vetoed
— Vetoed, failed to pass, or session expired without action
Unknown
— Status data not yet available or awaiting classification
Affected Industries
Topics How we classify →
What This Means
Senate Bill 947 seeks to regulate automated decision systems in the workplace. Verification of specific requirements from the bill text is necessary.
Key Provisions
- Verification is needed for the requirement of human oversight in ADS use for employment decisions.
- Verification is needed for workers' rights to request data used by ADS.
- Verification is needed for the requirement of written post-use notices to workers.
- Verification is needed for civil penalties for non-compliance.
- Verification is needed for the bill's applicability to collective bargaining agreements.
- Verification is needed for the enforcement role of the Labor Commissioner.
- Verification is needed for specific prohibitions on ADS use.
- Verification is needed for requirements on data anonymization.
- Verification is needed for the requirement of a human reviewer compiling information.
- Verification is needed for the bill's applicability to governmental entities.
- Verification is needed for the authorization of a public prosecutor to bring a civil enforcement action.
Latest Legislative Action
In Assembly. Read first time. Held at Desk.
Bill Sponsors
| Name | Role | District |
|---|---|---|
| Chris Ward D | Sponsor | HD-078 |
| Eloise Reyes D | Sponsor | SD-029 |
| Jerry McNerney D | Sponsor | SD-005 |
Roll Call Votes (showing 3 of 5)
S ·
Senate 3rd Reading SB947 McNerney et al ·
May 19, 2026
29 Yea
9 Nay
2 Other
Passed ✓
S ·
Do pass as amended ·
May 14, 2026
5 Yea
2 Nay
Passed ✓
S ·
Placed on suspense file ·
May 4, 2026
7 Yea
0 Nay
Passed ✓
Compliance Checklist
Conduct human reviews for ADS-related employment decisions.
Who: Employers using ADS for disciplinary actions.
Penalty: $500 civil penalty for non-compliance.
Who: Employers using ADS for disciplinary actions.
Penalty: $500 civil penalty for non-compliance.
Provide written post-use notices to affected workers.
Who: Employers relying on ADS for decisions.
Deadline: At the time of informing the worker of the decision.
Penalty: $500 civil penalty for non-compliance.
Who: Employers relying on ADS for decisions.
Deadline: At the time of informing the worker of the decision.
Penalty: $500 civil penalty for non-compliance.
Allow workers to request their data used by ADS.
Who: Employers using ADS for employment-related decisions.
Deadline: Within 12 months of the request.
Penalty: $500 civil penalty for non-compliance.
Who: Employers using ADS for employment-related decisions.
Deadline: Within 12 months of the request.
Penalty: $500 civil penalty for non-compliance.
Full Legal Analysis
Senate Bill 947 proposes regulations for the use of automated decision systems (ADS) in employment contexts. Verification from the bill text is needed for specific prohibitions, requirements, and roles, including human oversight, data access, and enforcement mechanisms. The definitions of terms like 'automated decision system' and 'worker data' also require confirmation. Overall, SB947 aims to address the intersection of AI technology and employment practices in California, but specific details need verification.
Official Source
Official Bill Text
View SB947 on official legislature website →
Related Topics
Affected Industries
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