Cyberdudebivash

  TL;DR (for HR & Legal) Treat hiring AI as high-risk and design for auditability from day one. In several jurisdictions you must test for bias, disclose use, and keep records (e.g., NYC AEDT law; Illinois AIVIA; EU AI Act; Colorado AI Act). leg.colorado.gov +3 New York City Government +3 ilga.gov +3 U.S. federal law still applies: if a tool causes adverse impact , you can be liable under Title VII , regardless of vendor marketing. Build human review and accommodations into the process. lawandtheworkplace.com +1 Use NIST AI RMF (Govern→Map→Measure→Manage) as your operating spine; layer on local legal requirements. NIST +1 Not legal advice. Use this playbook with counsel. What the law expects (practical map) United States (federal): Title VII/ADA/ADEA still govern outcomes. EEOC warns that algorithmic tools that create adverse impact violate law unless justified and less-discriminatory alternatives are unavailable. Build validation, accommodations, and ...