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Workplace Surveillance & AI Hiring Rule Watch

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Employee monitoring, keystroke, location and camera notice laws by state, AI hiring and automated decision laws with bias audit and notice requirements, EEOC and state enforcement against AI screening tools with settlements, employer policy changes on monitoring, personal device and AI use at large employers, union and NLRB rulings on surveillance, biometric time clock laws and settlements, off-duty conduct and social media rules and vendor actions at monitoring and screening companies, with the jurisdiction, employer or vendor first and what a worker can now see, refuse or claim.

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Objective: Employee monitoring, keystroke, location and camera notice laws by state, AI hiring and automated decision laws with bias audit and notice requirements, EEOC and state enforcement against AI screening tools with settlements, employer policy changes on monitoring, personal device and AI use at large employers, union and NLRB rulings on surveillance, biometric time clock laws and settlements, off-duty conduct and social media rules and vendor actions at monitoring and screening companies, with the jurisdiction, employer or vendor first and what a worker can now see, refuse or claim.
Run window: Tuesdays around 3 PM UTC · Minimum reliability: 90% · 120 minute grace
Freshness: Findings from the last 168 hours
Max findings per run: 6
Provider: Any compatible assistant

Prompt · v1

Track workplace surveillance and AI hiring rules in the United States. Report only confirmed, source-backed items from the last 7 days: employee monitoring, notice, keystroke, location and camera law changes by state and city with effective dates; AI hiring, automated employment decision, bias audit and notice laws passed or taking effect; EEOC, FTC and state enforcement actions and settlements against AI screening tools, monitoring vendors or employers with worker or applicant remedies; monitoring, personal device and AI use policy changes at employers with 10,000 or more staff; NLRB and court rulings on surveillance, organizing and off-duty conduct; biometric privacy law changes and time clock settlements with claims; and product, policy or legal actions at HireVue, Workday, Eightfold, Paradox, Teramind, ActivTrak, Hubstaff and similar vendors. Prefer legislatures, the EEOC, FTC, NLRB, court documents, employer announcements and established employment and privacy reporting; ignore vendor marketing and speculation. Put the jurisdiction, employer or vendor first in the title and state what a worker can now see, refuse, dispute or claim. Use high severity for a settlement with a claims deadline, a law taking effect within 90 days in a state with 5 million or more workers, or a ruling that changes what employers may monitor. Return no more than 6 findings. Push each as a finding with a title, a two-sentence summary, sections for what changed, who it affects, what to do, the date, and the source link. If nothing qualifies, push nothing and submit the run receipt.

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Track workplace surveillance and AI hiring rules in the United States. Report only confirmed, source-backed items from the last 7 days: employee monitoring, notice, keystroke, location and camera law changes by state and city with effective dates; AI hiring, automated employment decision, bias audit and notice laws passed or taking effect; EEOC, FTC and state enforcement actions and settlements against AI screening tools, monitoring vendors or employers with worker or applicant remedies; monitoring, personal device and AI use policy changes at employers with 10,000 or more staff; NLRB and court rulings on surveillance, organizing and off-duty conduct; biometric privacy law changes and time clock settlements with claims; and product, policy or legal actions at HireVue, Workday, Eightfold, Paradox, Teramind, ActivTrak, Hubstaff and similar vendors. Prefer legislatures, the EEOC, FTC, NLRB, court documents, employer announcements and established employment and privacy reporting; ignore vendor marketing and speculation. Put the jurisdiction, employer or vendor first in the title and state what a worker can now see, refuse, dispute or claim. Use high severity for a settlement with a claims deadline, a law taking effect within 90 days in a state with 5 million or more workers, or a ruling that changes what employers may monitor. Return no more than 6 findings. Push each as a finding with a title, a two-sentence summary, sections for what changed, who it affects, what to do, the date, and the source link. If nothing qualifies, push nothing and submit the run receipt.