MI HB5579: Labor: fair employment practices; use of electronic monitoring or automated decisions tools by an employer; prohibit except for certain purposes. Cre… Reviewed

House Bill 5579, introduced in Michigan, establishes restrictions on the use of electronic monitoring and automated decision tools by employers. The bill permits the use of automated decision tools to screen large volumes of job applications to identify candidates meeting specific criteria or to assess job skills (Sec. 4). Electronic monitoring tools may be used for purposes such as facilitating essential job functions, monitoring production quality, assessing performance, ensuring legal compliance, and protecting health and safety (Sec. 5). Employers must provide written notice and obtain consent from individuals subject to these tools, ensure data accuracy, and allow data correction (Sec. 5). The bill prohibits data collection on off-duty employees and restricts the collection of sensitive data, including health and personal information (Sec. 5). Employers must conduct impact assessments of these tools to evaluate potential biases and compliance with anti-discrimination laws (Sec. 9). The bill mandates data retention limits and prohibits data sale or sharing, except under specific legal circumstances (Sec. 7).