The proposed bill enacts a new section, 4113.90, of the Revised Code, which establishes regulations regarding the use of automated employment decision tools by employers, employment agencies, and personnel placement services. It defines key terms such as "automated employment decision tool," which refers to computational processes that utilize machine learning or artificial intelligence to assist in employment determinations. The bill prohibits these entities from relying solely on such tools for employment decisions, mandating that any output from these tools must be reviewed for accuracy by a human before being used in hiring, promotion, or disciplinary actions.

Additionally, the bill requires employers to provide written notification to workers or prospective workers at least ten days prior to using an automated employment decision tool. This notification must include details about the tool's application, the data used, and the employer's data retention policy. Furthermore, it allows workers or prospective workers the option to request an alternative assessment that does not involve the automated tool, which the employer must accommodate. This legislation aims to ensure transparency and fairness in employment decisions influenced by automated technologies.