AI Hiring Compliance Addendum
WorkSource Global, Inc. Version 2026-06-26.
Effective June 26, 2026.
1. Purpose and Scope
This AI Hiring Compliance Addendum (the "Addendum") supplements and is incorporated into the WorkSource Employer Terms and the WorkSource Terms of Service. It applies to every employer and authorized employer user that creates job posts, sets matching parameters, reviews job seekers, or otherwise uses the WorkSource Platform in connection with recruiting or hiring. If this Addendum conflicts with the Employer Terms on a subject it specifically addresses, this Addendum controls for that subject.
2. Role of WorkSource Technology
WorkSource provides neutral technology that helps verified employers and verified job seekers connect. WorkSource organizes and surfaces job-relevant information based on information that users provide and on criteria the employer defines.
WorkSource does not screen out, reject, deselect, score for rejection, or make any hiring, eligibility, or employment decision about any job seeker. WorkSource is not an employer, employment agency, staffing agency, or the agent or representative of any employer or job seeker for purposes of making employment decisions. No WorkSource matching, ranking, sorting, or recommendation output is an employment decision, and no such output is intended to be the sole basis for any employment decision.
3. Employer Ownership of Criteria and Decisions
The employer alone defines the requirements, gates, filters, qualifications, parameters, and preferences applied to its job posts. The employer is the sole decision-maker for every decision to advance, interview, reject, or hire a job seeker, and must apply independent human judgment to each such decision. The employer may not use any Platform output as the sole basis for an adverse employment decision.
4. Lawful, Job-Related, Non-Proxy Criteria
The employer represents and warrants that each criterion it enters or applies is job-related, consistent with business necessity, lawful, and applied consistently to all job seekers. The employer may not use, and may not ask WorkSource to use, any protected characteristic as a criterion, including race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, disability, genetic information, veteran or military status, or citizenship or immigration status where protected. The employer may not use criteria that act as proxies for protected characteristics, and is responsible for evaluating whether a facially neutral criterion operates as such a proxy.
Age criteria. Any minimum-age criterion may be used only where a minimum age is required by law for the role. The employer may not set a maximum age, a maximum years-of-experience cap, a graduation-year cutoff, or any other criterion designed or operating to prefer younger applicants.
5. Disparate Impact and Self-Testing
The employer is solely responsible for the design and effect of its own criteria, including any disparate impact or adverse impact on individuals or groups protected by law. The employer is responsible for monitoring and testing the outcomes of its own selection practices, for example using a four-fifths (80%) rule or other accepted method of adverse-impact analysis, and for adjusting or removing criteria that produce unjustified adverse impact. WorkSource may, but is not obligated to, provide tools or settings that help an employer apply its criteria; the responsibility for outcomes remains with the employer.
6. Automated Employment Decision Tool Laws
A growing body of federal, state, and local law governs the use of automated or algorithmic tools in employment. These include, without limitation, Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Genetic Information Nondiscrimination Act, and state or local measures addressing automated employment decision tools, artificial intelligence in hiring, bias audits, applicant notices, and related requirements.
The employer is solely responsible for determining whether and how any such law applies to the employer's hiring process and for complying with it, including any required bias audit, public posting of audit results, advance notice to applicants, alternative process or accommodation, data retention, or candidate-rights obligation. WorkSource does not assume, and expressly disclaims, responsibility for the employer's compliance with these laws.
7. Human Review and Accommodation
The employer must ensure meaningful human review of hiring decisions and must provide reasonable accommodations and alternative processes where required by the Americans with Disabilities Act or other applicable law, including for job seekers who request an accommodation in connection with any part of the application or evaluation process.
8. Recordkeeping
The employer is responsible for maintaining the records that applicable employment law requires, including job descriptions, criteria, applicant flow, and decision documentation, and for retaining and disposing of job seeker data lawfully as described in the Employer Terms.
9. Representations, Warranties, and Indemnification
The employer represents and warrants on a continuing basis that its use of WorkSource complies with all applicable equal employment opportunity, anti-discrimination, pay transparency, fair chance, and automated employment decision tool laws.
To the fullest extent permitted by law, the employer agrees to defend, indemnify, and hold harmless WorkSource and its officers, directors, employees, contractors, advisors, affiliates, and service providers from and against any claim, charge, investigation, audit, proceeding, liability, damage, penalty, fine, cost, or expense alleging employment discrimination, disparate treatment, disparate or adverse impact, failure to accommodate, or violation of any law described in this Addendum, in each case arising out of the employer's criteria, job posts, screening practices, applicant handling, or hiring decisions. This obligation applies regardless of whether WorkSource technology was used in connection with the employer's process and survives termination of the employer's account.
10. Relationship to Other Terms
This Addendum is part of the agreement between the employer and WorkSource and is read together with the WorkSource Terms of Service, Employer Terms, Privacy Policy, Equal Opportunity Platform Policy, and Acceptable Use Policy. Nothing in this Addendum is legal advice. The employer is responsible for obtaining its own legal counsel regarding its hiring practices and its obligations under applicable law.