CT SB00435

Employers using automated decision systems for hiring, firing, compensation, scheduling, or performance evaluations must disclose their use to applicants and employees, provide written notice before collecting personal data, and explain adverse decisions made using these systems

Deployers must conduct annual independent bias audits evaluating disparate impact against protected classes, file reports with the Labor Commissioner, and cannot use systems showing disparate impact unless demonstrating business necessity and implementing corrective actions

Human review is required for all final employment decisions made using automated systems, with qualified reviewers who have authority to modify or veto system recommendations and do not rely solely on automated outputs

State agencies are prohibited from using AI technology for public benefit delivery or functions affecting individuals' rights, safety, or welfare unless specifically authorized by law, with mandatory bias audits before deployment

Employees may bring civil actions in Superior Court for violations, with damages, equitable relief, and attorney's fees available; violations also constitute unfair trade practices enforceable by the Attorney General