As artificial intelligence becomes deeply embedded in hiring and HR practices, legal scrutiny is intensifying. Join us for a timely and essential webinar exploring two landmark cases and the evolving legislative landscape shaping the future of AI in employment.

LEGAL CASES
Mobley v. Workday. A federal court has allowed a nationwide collective action to proceed under the Age Discrimination in Employment Act (ADEA), alleging that Workday’s AI-powered applicant screening tools systematically disadvantaged job seekers over 40. The case raises critical questions about vendor liability, algorithmic bias, and the role of AI as an “agent” of the employer.

Harper v. Sirius XM (iCIMS). Filed in August 2025, this lawsuit claims that the iCIMS Applicant Tracking System embedded racial bias into its scoring algorithms, disproportionately disadvantaging African American candidates. The plaintiff alleges both disparate treatment and disparate impact and seeks class action status

LEGISLATIVE LANDSCAPE
The White House AI Action Plan published July 2025; in California new rules in effective October 1, 2025; In Texas, the TRAIGA Act goes into effect Jan 2026; Colorado SB 205 makes adjustments; and New York AICPA gets aggressive with audits.

WHAT YOU WILL LEARN
What does this mean for Workday and iCims users
How to mitigate legal risk when using AI in hiring