Posts by Tien LeSenior AssociateTien Le represents California school districts in education law matters. His experience in the field ranges from investigating complaints alleging violations of unlawful discrimination, harassment and intimidation, and ...
06.16.2022
While employers can realize significant time savings or improvement in the hiring process by implementing technology, employers must ensure that the selected technology is designed and implemented in a way that prevents discrimination based on protected classes such as disability, race, sex, national origin, color, or religion. Employers may be responsible for violations of the Americans with Disabilities Act (ADA) and/or the Fair Employment and Housing Act (FEHA) even if the discrimination is not intentional or the technology was developed by an outside vendor.
Categories: Labor and Employment
Tags: Technology
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