Relating to the use of an automated employment decision tool by an employer to assess a job applicant's fitness for a position; imposing an administrative penalty.

SB 2991 regulates how Texas employers use automated tools (like AI or algorithms) to screen job applicants. It directly affects employers who use such tools for hiring, promotion, or other employment decisions. Key requirements include: notifying applicants about tool use, explaining what data is assessed, obtaining written consent, prohibiting use of protected characteristics (like zip code or protected class status), and destroying assessment data within 30 days. Violations trigger administrative penalties of $2,500-$7,500 per incident, enforced by the Texas Workforce Commission starting September 1, 2025.