Michigan SB1077: Labor: fair employment practices; use of electronic monitoring or automated decisions tools by an employer; prohibit except for certain purposes. Creates new act.

What the bill says

To prescribe the circumstances under which an employer, third party, or service provider may use an automated decisions tool or electronic monitoring tool; to require the retention of certain data and documents; to require an impact assessment of electronic monitoring tools and automated decisions tools; to require an employer to provide covered individuals and certain labor organizations notice of certain events; to require an employer to provide certain benefits to certain individuals under certain circumstances…

From the introduced text, June 24, 2026:

A bill to prescribe the circumstances under which an employer, third party, or service provider may use an automated decisions tool or electronic monitoring tool; to require the retention of certain data and documents; to require an impact assessment of electronic monitoring tools and automated decisions tools; to require an employer to provide covered individuals and certain labor organizations notice of certain events; to require an employer to provide certain benefits to certain individuals under certain circumstances; to provide for the powers and duties of certain state governmental officers and entities; to provide remedies; to prescribe civil sanctions; and to require the promulgation of rules. the people of the state of michigan enact: Sec. 1. This act may be cited as the "responsible artificial intelligence security for employees act". Sec. 3. As used in this act: (a) "Applicant" means an individual who applies or applied to be employed by, or otherwise perform work for remuneration for, an employer. (b) "Automated decisions tool" means any computational process, including, but not limited to, computational processes derived from machine learning, statistical modeling, data analytics, or artificial intelligence, that issues simplified outputs, including, but not limited to, a score, classification, or recommendation, that is used to substantially assist or replace discretionary decision making for making employment decisions that affect a covered individual. (c) "Covered …

Read the full official text