May 14, 2024
A California federal judge handling a job candidate's discrimination case over Workday's artificial intelligence-powered hiring tools seemed ready Tuesday to let the legal battle move ahead, as she expressed skepticism about the software developer's assertion that federal employment laws can't reach it.
May 03, 2024
An upcoming hearing in California federal court in a job candidate's discrimination case over software provider Workday's artificial intelligence-powered hiring tools will hinge on the question of who shoulders the liability when a high-tech workplace tool churns out biased results.
May 03, 2024
In the coming week, attorneys should watch for oral arguments before the California Supreme Court on the issue of the right of workers bringing a case under the state's Private Attorneys General Act to intervene in a separate matter. Here's a look at that case and other labor and employment matters coming up in the Golden State.
April 25, 2024
Workday Inc. urged a California federal judge to reject the U.S. Equal Employment Opportunity Commission's bid to file an "inappropriately partisan" amicus brief in support of a Black job hopeful's suit claiming the business uses biased algorithms to disqualify applicants.
April 18, 2024
The U.S. Equal Employment Opportunity Commission recently suggested that software vendor Workday may be liable if its artificial intelligence-powered hiring tools unlawfully screen out certain groups of applicants, a position that experts said could encourage private class actions if courts agree.
April 10, 2024
The U.S. Equal Employment Opportunity Commission said Workday shouldn't be able to dodge a Black job seeker's California federal court suit claiming it uses biased algorithms to screen out applicants, arguing that the software company can't evade liability by claiming it's not an employer.
March 13, 2024
Workday Inc. should not face a Black job applicant's claims that the company uses biased artificial intelligence to screen out applicants, it told a California federal court, arguing it can't be held liable under workplace anti-discrimination law because it's merely a human resources software provider.