As the world continues to march forwards in the era of Artificial Intelligence (AI), fresh guidance has been issued by federal workplace officials clarifying the responsibilities of employers in relation to workers and applicants with vision impairments. This update signifies yet another adjustment to current legal guidelines in light of rapidly evolving AI technology.
The Equal Employment Opportunity Commission (EEOC) issued a new technical assistance document on July 26, which outlined the reasonable accommodation obligations employers must adhere to when utilising AI for the purposes of screening candidate applications and assessing worker performance.
In an era where technology continues to redefine how business is conducted, this is meaningful on two fronts. First, it underlines the fact that law and technology are intertwined in a rapidly evolving individual-rights landscape. Second, it is a salient reminder to employers globally of the need to stay on top of emerging regulations, especially when employing cutting-edge AI screening and assessment tools.
The new guidance by the EEOC provides a comprehensive overview of employers’ responsibilities under the Americans with Disabilities Act (ADA). Crucially, it addresses how employers should handle AI technologies in relation to employees and job applicants with vision impairments.
While we will note the nuances in future briefings, it’s important that employers understand these obligations and make the necessary adjustments to their business practices. It’s also arguably a bellwether of new guidelines to follow, as AI becomes increasingly prevalent in our workplaces.
As always, it’s advisable for employers to liaise closely with legal counsel to ensure full compliance with ADA rules and EEOC guidelines when making critical decisions about the deployment of AI technologies in their businesses.