Monday morning musings for workplace watchers.

State House Round Up|SCOTUS Ruling and DACA

Chris Marr: With many state legislatures finished for the year, it’s becoming clearer not only which new workplace laws will take effect, but also which proposals won’t move forward, at least not yet.

Bills left to wither—or in some cases just wait for next year—include measures mandating salary ranges in job ads in Connecticut and Oregon, regulating California employers’ use of automated decision-making tools in hiring, and banning mandatory arbitration clauses in New York (A683).

These proposals are among the thousands each year that don’t cross the finish line in statehouses. But a few of them could signal which new employment-focused laws businesses will have to navigate in the future.

Among those that hit a roadblock, California’s proposal (AB 331) to regulate businesses’ use of AI tools will have to wait until at least 2024 to advance. The measure would be similar to a New York City law that took effect July 5, requiring audits of AI tools to ensure they aren’t relying on discriminatory stereotypes.

The California Chamber of Commerce and other business groups opposed the bill, due in large part to the litigation risk it presents employers.

“The inclusion of a private right of action for any violation of this bill is simply not feasible for such an important and growing technology,” the Chamber and its business coalition wrote in an opposition letter.

AB 331 is one of many...

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