EEOC Argues Vendors Using Artificial Intelligence Tools Are Subject to Title VII, the ADA and ADEA Under Novel Theories in Workday Litigation
Seyfarth Synopsis: In Mobley v. Workday, the EEOC filed an amicus brief supporting a class-action plaintiff's theory that a Human Resources software company could be directly liable for employment discrimination allegedly caused by the vendor's artificial intelligence tool under theories that the organization was acting as an employment agency, indirect employer, or agent of the employer. Employers, HR vendors and…