RI S2499

Employers may only use electronic monitoring tools for specific legitimate purposes including facilitating essential job functions, ensuring quality, conducting periodic performance assessments, legal compliance, protecting health/safety/security, and administering wages/benefits

Prohibits employers from using facial recognition, gait/voice/emotion recognition technology, monitoring employees off-duty or in private areas (bathrooms, locker rooms, break rooms), requiring implanted tracking devices, or collecting data on protected characteristics like health status, race, or union activity

Requires employers to provide detailed written notice to employees about monitoring practices, obtain written acknowledgment, conduct independent impact assessments before using electronic monitoring with automated decision systems, and retain records for 5 years (destroying data after 61 months without consent)

Mandates meaningful human oversight for employment decisions based on monitoring data, requiring a designated reviewer with authority to dispute AI outputs and consideration of non-electronic information like supervisor evaluations and personnel files

Protects employees from retaliation for refusing to follow AI system outputs they reasonably believe could cause harm, and allows civil claims against employers who penalize workers for exercising rights under the chapter