Plain English summary not yet available
The full original text is available below. Check back soon as we process this bill.
  89R16156 LRM-D     By: Menéndez S.B. No. 2473       A BILL TO BE ENTITLED   AN ACT   relating to the use of an automated employment decision tool by a   state agency to assess a job applicant's fitness for a position.          BE IT ENACTED BY THE LEGISLATURE OF THE STATE OF TEXAS:          SECTION 1.  Chapter 656, Government Code, is amended by   adding Subchapter E to read as follows:   SUBCHAPTER E. PROVISIONS REGARDING JOB APPLICANT SCREENING; USE OF   AUTOMATED EMPLOYMENT DECISION TOOL           Sec. 656.201.  DEFINITIONS. In this subchapter:                 (1)     "Algorithm" means a computerized procedure   consisting of a set of steps used to accomplish a determined task.                 (2)     "Applicant" means a person applying for a job   offered by a state agency.                 (3)     "Artificial intelligence system" means a system of   machine learning and related technologies that use data to train   statistical models for the purpose of enabling computer systems to   perform tasks normally associated with human intelligence or   perception, such as computer vision, speech or natural language   processing, and content generation.                 (4)     "Automated employment decision tool" means a   computational process or software application that uses   algorithms, machine learning, statistical modeling, data   analytics, or an artificial intelligence system to assess an   applicant's fitness for a position.                 (5)     "State agency" has the meaning assigned by Section   656.021.           Sec.   656.202.     USE OF AUTOMATED EMPLOYMENT DECISION TOOL. A   state agency may not use or deploy an automated employment decision   tool in violation of this subchapter.           Sec.   656.203.     DISCLOSURE REQUIRED. A state agency may not   use an automated employment decision tool in regard to an applicant   unless the state agency:                 (1)     notifies the applicant that an automated   employment decision tool may be used to assess the applicant's   fitness for the position; and                 (2)     provides the applicant with information   describing how the automated employment decision tool will be used   to assess the applicant's fitness for the position, including what   characteristics may be evaluated for that purpose.           Sec.   656.204.     DISCRIMINATION PROHIBITED. A state agency   shall take measures to mitigate biases in any automated employment   decision tool used or deployed by the state agency to ensure the   tool does not discriminate on the basis of a state or federal   protected class in violation of law.          SECTION 2.  This Act takes effect September 1, 2025.