Federal Statutes and Regulations

• Title VII of the Civil Rights Act of 1964, 42 U.S.C.§2000e et seq.

• The Civil Rights Act of 1991, Pub. L. 102-166, 105 Stat. 1071.

• The Age Discrimination in Employment Act of 1967 (ADEA), 29 U.S.C. § 621 et seq.

• The Americans with Disabilities Act of 1990 (ADA), 42 U.S.C. § 12101 et seq.

• The ADA Amendments Act of 2008 (ADAAA), Pub. L. 110-325, 122 Stat. 3553.

• The Fair Labor Standards Act of 1938 (FLSA), 29 U.S.C.§201 et seq.

• The Family and Medical Leave Act of 1993 (FMLA), 29 U.S.C. § 2601 et seq.

• The Equal Pay Act of 1963 (EPA), 29 U.S.C. § 206(d).

• The National Labor Relations Act of 1935 (NLRA), 29 U.S.C. § 151 et seq.

• The Occupational Safety and Health Act of 1970 (OSH Act), 29 U.S.C. § 651 et seq.

• The Genetic Information Nondiscrimination Act of 2008 (GINA), 42 U.S.C. § 2000ff et seq.

• The Pregnancy Discrimination Act of 1978 (PDA), 42 U.S.C.§ 2000e(k).

• The Pregnant Workers Fairness Act of 2023 (PWFA), 42 U.S.C. § 2000gg et seq.

• The Worker Adjustment and Retraining Notification Act (WARN Act), 29 U.S.C. § 2101 et seq.

• The Federal Arbitration Act (FAA), 9 U.S.C. § 1 et seq.

• The Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021, Pub. L. 117-90.

• The Sarbanes-Oxley Act of 2002, § 806, 18 U.S.C.§1514A.

• The Dodd-Frank Wall Street Reform and Consumer Protection Act, § 922, 15 U.S.C. § 78u-6.

State Statutes

Illinois Human Rights Act (IHRA), 775 ILCS 5/1-101 et seq. Illinois Biometric Information Privacy Act (BIPA), 740 ILCS 14/1 et seq. Illinois Artificial Intelligence Video Interview Act (AIVIA), 820 ILCS 42/1 et seq. New York City Local Law 144 of 2021 (Automated Employment Decision Tools). California Fair Employment and Housing Act (FEHA), Cal. Gov. Code § 12900 et seq. California Consumer Privacy Act (CCPA), Cal. Civ. Code§1798.100 et seq.

• Colorado Artificial Intelligence Act, SB 24-205 (2024). EEOC Guidance and Publications

U.S. Equal Employment Opportunity Commission. "The Americans with Disabilities Act and the Use of Software, Algorithms, and Artificial Intelligence to Assess Job Applicants and Employees." Technical Assistance Document, May 12, 2022. U.S. Equal Employment Opportunity Commission. "Select Issues: Assessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures Under Title VII of the Civil Rights Act of 1964." Technical Assistance Document, May 18, 2023. U.S. Equal Employment Opportunity Commission. "Employment Discrimination and AI for Workers: Know Your Rights." Fact Sheet, April 2024. U.S. Equal Employment Opportunity Commission. "What You Can Expect After You File a Charge." EEOC.gov, accessed March 2026. U.S. Equal Employment Opportunity Commission. "Remedies for Employment Discrimination." EEOC.gov, accessed March 2026. U.S. Equal Employment Opportunity Commission. "Questions and Answers About Mediation." EEOC.gov, accessed March 2026. U.S. Equal Employment Opportunity Commission. "Confidentiality." EEOC.gov, accessed March 2026. U.S. Equal Employment Opportunity Commission, U.S. Department of Justice, Consumer Financial Protection Bureau, and Federal Trade Commission. "Joint Statement on Enforcement Efforts Against Discrimination and Bias in Automated Systems." April 25, 2023. Court Decisions McDonnell Douglas Corp. v. Green, 411 U.S. 792 (1973). Griggs v. Duke Power Co., 401 U.S. 424 (1971). Burlington Northern & Santa Fe Railway Co. v. White, 548 U.S. 53 (2006). Meritor Savings Bank v. Vinson, 477 U.S. 57 (1986). Harris v. Forklift Systems, Inc., 510 U.S. 17 (1993). Faragher v. City of Boca Raton, 524 U.S. 775 (1998). AT&T Mobility LLC v. Concepcion, 563 U.S. 333 (2011). Epic Systems Corp. v. Lewis, 584 U.S. 497 (2018). Lamps Plus, Inc. v. Varela, 587 U.S. 176 (2019). Mobley v. Workday, Inc., No. 4:23-cv-00770 (N.D. Cal. 2024). EEOC v. iTutorGroup, Inc., No. 1:22-cv-02565 (E.D.N.Y. 2023). Muldrow v. City of St. Louis, 601 U.S. 346 (2024). Harper v. Sirius XM Radio, LLC XM Holdings, Inc., No. 1:25-cv-06412 (S.D.N.Y. 2025). Books and Articles Council of the European Union. (2024, October 14). Directive on improving working conditions in platform work (Platform Work Directive). Official Journal of the European Union. https://eur-lex.europa.eu/legal-content/EN/ TXT/?uri=OJ:L_202402831 Dastin, Jeffrey. "Amazon Scraps Secret AI Recruiting Tool That Showed Bias Against Women." Reuters, October 10, 2018. Ajunwa, Ifeoma. "The Paradox of Automation as Anti-Bias Intervention." Cardozo Law Review, Vol. 41, No. 5, 2020, pp. 1671-1742. Bogen, Miranda, and Aaron Rieke. "Help Wanted: An Examination of Hiring Algorithms, Equity, and Bias." Upturn, December 2018. De Stefano, Valerio. "Algorithmic Management and the Future of Work." Comparative Labor Law and Policy Journal, Vol. 41, No. 1, 2019. Kim, Pauline T. "Data-Driven Discrimination at Work." William and Mary Law Review, Vol. 58, No. 3, 2017, pp. 857-936. Raghavan, Manish, et al. "Mitigating Bias in Algorithmic Hiring: Evaluating Claims and Practices." Proceedings of the 2020 Conference on Fairness, Accountability, and Transparency, 2020, pp. 469-481. Sánchez-Monedero, Javier, Lina Dencik, and Lilian Edwards. "What Does It Mean to 'Solve' the Problem of Discrimination in Hiring? Social, Technical and Legal Perspectives from the UK on Automated Hiring Systems." Proceedings of the 2020 Conference on Fairness, Accountability, and Transparency, 2020, pp. 458-468. Kelley, Patrick, and Brent Rogers. "The Sound and Fury of Regulating AI." Harvard Journal on Legislation, Vol. 62, December 6, 2025. LeRoy, Michael H. "Algorithmic Bias in Hiring: Evaluating AI Tools Under Employment Discrimination Law." Notre Dame Journal of Legislation, Vol. 51, 2025. Quinn Emanuel Urquhart & Sullivan, LLP. "When Machines Discriminate: AI Liability in Employment." Quinn Emanuel Trial Lawyers, August 18, 2025. Cambridge University Press. "AI and Labor Law: Regulating Algorithmic Management." Cambridge University Press, February 6, 2025. University of Miami Law Review. "The Promise and Peril of Algorithmic Employment Decisions." University of Miami Law Review, Vol. 77, 2022. Cornell Journal of Law and Public Policy. "Artificial Intelligence and Human Resources: Navigating the New Frontier." Cornell Journal of Law and Public Policy, Vol. 34, 2024. Research Reports and Data Apploye. (2025). Employee Monitoring Statistics: How Companies Track Their Workers. Apploye. https:// apploye.com/blog/employee-monitoring-statistics/ ExpressVPN Digital Security Lab. "The State of Employee Surveillance in 2024." ExpressVPN, 2024. Fast Company. (2025, February 12). Klarna says its AI does the work of 700 customer service agents. Fast Company. https://www.fastcompany.com/91272845/klarna-says-its-ai-does-the-work-of-700-customer-service-agents Obermeyer, Ziad, et al. "Dissecting Racial Bias in an Algorithm Used to Manage the Health of Populations." Science, Vol. 366, No. 6464, 2019, pp. 447-453. National Bureau of Economic Research. "Discrimination in Online Ad Delivery: Google AdSense and the Case of Black-Identifying Names." NBER Working Paper, 2019. Pew Research Center. "The State of AI in the Workplace." Pew Research Center, 2024. U.S. Bureau of Labor Statistics. "Characteristics of Minimum Wage Workers, 2024." BLS Reports, 2025. Fisher Phillips. "Comprehensive Review of AI Workplace Law and Litigation as We Enter 2025." Fisher Phillips Insights, January 2025. HR Grapevine. (2025, November). Amazon faces lawsuit from 200+ disabled employees over AI performance management. HR Grapevine. https://www.hrgrapevine.com/ content/article/2025-amazon-disabled-employees-ai-lawsuit Human Rights Watch. (2025). The Digital Cage: Algorithmic Wage Discrimination in the Gig Economy. Human Rights Watch. https://www.hrw.org/report/2025/gig-economy-algorithmic-wage-discrimination Jones Walker LLP. (2026, January). N.D. v. Eightfold AI, Inc.: Class action challenges AI hiring platform's secret candidate scoring. Jones Walker Employment Law Update. https://www.joneswalker.com/news-insights/nd-v-eightfold-ai-class-action

• Stanford Law School. "Wage Against the Machine: Artificial Intelligence and the Fair Labor Standards Act." Stanford Law Publications, 2024.

K&L Gates LLP. "Navigating the AI Employment

Landscape in 2026." K&L Gates Hub, February 3, 2026. SHRM. "New Year Brings New AI Regulations for HR." Society for Human Resource Management, January 2026. Cooley LLP. "AI in the Workplace: U.S. Legal Developments." Cooley LLP Insights, September 4, 2025. Baker Donelson. "2026 AI Legal Forecast: What Employers Need to Know." Baker Donelson Advisors, January 6, 2026.

• Eversheds Sutherland. "EU AI Act: Implications for Global Employers." Eversheds Sutherland International, February 18, 2026.

AFL-CIO. "AI Principles to Protect Workers." AFL-CIO Technology Institute, October 15, 2025. Economic Policy Institute. "Evaluating Federal AI Legislation: Implications for Workers." EPI Reports, September 25, 2024. Brookings Institution. "Disparate Impact Liability and AI: The Most Critical Doctrine for Preventing Algorithmic Discrimination." Brookings Institution Reports, April 2025. Carrier, Michael. "When AI Discriminates: Navigating Employment Law in the Age of Algorithms." Employment Law Worldview, February 17, 2026. Executive Order 14365, "Ensuring a National Policy Framework for Artificial Intelligence." The White House, December 11, 2025. Note: The regulatory landscape for AI is evolving rapidly. Executive orders may be modified or rescinded by subsequent administrations. Verify current status at the time of reading. CLOSING The Fight Continues This book began with a moment: the moment the world tilts. We have spent hundreds of pages arming you for what comes after that moment, giving you the knowledge, the strategy, and the tools to fight back against a system that is designed to keep you silent. The end of this book is not an endpoint. It is a transition. Because the fight for workers' rights is not a destination. It is a journey. It is a journey that began in the coal mines and the garment factories of the early twentieth century. It marched through the streets during the Civil Rights Movement. It was codified in the landmark statutes we have studied in these pages. And it is now entering a new and uncharted frontier: the age of the algorithm. THE FIGHT CONTINUES The laws we have taught you are powerful. But they are not permanent. They are the product of struggle, of sacrifice, and of the collective will of ordinary people who refused to accept injustice. Every right you have was won by someone who fought for it. And every right you have can be lost if no one fights to keep it. The rise of Artificial Intelligence in the workplace is the next great challenge. As we have shown throughout this book, algorithms are now making decisions that profoundly affect the lives of millions of workers: who gets hired, who gets fired, who gets promoted, and who gets surveilled. These systems are powerful, opaque, and, as the evidence shows, often biased. The legal framework to regulate them is still being written. That is where you come in. You are not just a reader of this book. You are a participant in the fight. Every time you document an injustice, every time you file a complaint, every time you refuse to be silent, you are adding a brick to the wall of workers' rights. You are making it harder for the next employer to get away with what was done to you. You are making the system a little more just, a little more fair, a little more human. The Atlas Law Center was founded on the belief that care and justice are not competing values but complementary ones. We care about you as a person, and we pursue justice on your behalf with everything we have. This book is an extension of that mission. So take what you have learned here. Use it. Share it. Teach it to the people around you. And never, ever stop fighting. The world may have tilted. But you are still standing. And now, you know how to push back. You have reached the end of this field guide, but this is not the end of your journey. It is the beginning. You now have something that most workers never get: knowledge. You know the law. You know the system. You know the traps, and you know how to avoid them. You know how to document, how to file, how to negotiate, and how to fight. That knowledge is your weapon. Use it wisely. Use it fiercely. Use it to protect yourself and the people around you. And remember: you are not alone. The Atlas Law Center is here. This book is here. The law is here. EMERGENCY REFERENCE Your Crisis Quick Reference Card Cut this page out. Keep it in your wallet. Tape it to your desk. This is everything you need in a crisis. Cut this page out. Keep it in your wallet. Tape it to your desk. This is everything you need in a crisis, on one page. KE Y D E A D L I N E S ACTION DEADLINE File EEOC/IDHR Charge (Illinois) 300 days from the discriminatory act File EEOC Charge (federal, no state agency) 180 days from the discriminatory act File lawsuit after Right to Sue notice 90 days from receipt of notice FMLA leave request 30 days advance notice (if foreseeable) WARN Act notice (mass layoff) 60 days advance notice required KE Y P R O T E C T E D C L A S S E S ( F E D E R A L ) Race, Color, National Origin, Sex (including pregnancy, sexual orientation, gender identity), Religion, Age (40+), Disability, Genetic Information, Veteran Status KE Y M N E M O N I C S MNEMONIC WHAT IT HELPS YOU REMEMBER F.I.R.E.D. The five key questions to ask when you lose your job C.L.O.C.K. How to manage your filing deadlines C.H.A.R.G.E. How to file a charge with the EEOC P.R.E.T.E.X.T. How to prove your employer's stated reason is a lie H.I.R.E. How to find and hire the right lawyer S.A.F.E. How to document and preserve evidence KE Y P H O N E N U M B E R S A N D W E B S I T E S RESOURCE CONTACT EEOC 1-800-669-4000 / www.eeoc.gov Illinois IDHR 312-814-6200 / www.illinois.gov/idhr Department of Labor 1-866-487-9243 / www.dol.gov OSHA 1-800-321-6742 / www.osha.gov NLRB 1-844-762-6572 / www.nlrb.gov Atlas Law Center www.atlaslawcenter.com NELA Find a Lawyer exchange.nela.org LawHelp.org (Free Legal Aid) www.lawhelp.org TH E T H R E E T H I N G S Y O U M U S T D O R I G H T N O W 1. Document everything. Write down what happened, when, who was involved, and who witnessed it. Save every email, text, and voicemail. 2. Do not resign. If you quit, you may lose your right to sue and your unemployment benefits. Make them fire you. 3. Call a lawyer. Most employment lawyers offer free consultations. Do not wait. The clock is ticking. Care First. Justice Always.: Atlas Law Center ABOUT THE AUTHOR Ahmad T. Sulaiman Ahmad T. Sulaiman, Esq. is the founder and managing attorney of the Atlas Law Center, a Chicago-based employment law firm dedicated to representing workers in disputes involving discrimination, harassment, retaliation, wage theft, and the emerging frontier of algorithmic injustice. A graduate of the University of Illinois College of Law, Ahmad has spent his career on the front lines of the fight for workers' rights, representing hundreds of clients in federal and state court proceedings, EEOC and IDHR investigations, and complex employment negotiations. His practice sits at the intersection of traditional employment law and the rapidly evolving field of AI in the workplace, making him one of a new generation of attorneys equipped to fight for justice in both the human and algorithmic arenas. THE FIGHT CONTINUES Ahmad founded the Atlas Law Center on a simple creed: Care first. Justice always. That philosophy, which places the dignity and well-being of the client at the center of every decision, is the foundation of this book and of every case the firm takes on. He is a member of the Illinois State Bar Association, the American Bar Association, and the National Employment Lawyers Association. He lives in Chicago with his wife, Lara, and their children. For more information, Visit clockedout.ai for companion resources, the Atlas AI-powered decision engine, and additional tools. Tear-Out Worksheets Your Personal Toolkit These pages are designed to be photocopied or removed from the book. Downloadable versions are available at clockedout.ai MY DEADLINES Cut This Page Out. Tape It to Your Refrigerator. DA T E O F A D V E R S E A C T I O N (the day you were fired, demoted, denied promotion, or harassed) D ate: _____ / _____ / _____ DE A D L I N E 1 : F I L E E E O C / S T A T E A G E N C Y C H A R G E 1 80 days from adverse action (no state agency): _____ / _ ____ / _____ 3 00 days from adverse action (Illinois and other d eferral states): _____ / _____ / _____ THIS IS YOUR MOST CRITICAL DEADLINE. If you miss it, you lose the right to sue. Period. DE A D L I N E 2 : F I L E L A W S U I T A F T E R R I G H T - T O - S U E NO T I C E D ate you received Right-to-Sue notice: _____ / _____ / _ ____ THE FIGHT CONTINUES 9 0 days from that date: _____ / _____ / _____ DE A D L I N E 3 : A D E A ( A G E D I S C R I M I N A T I O N ): N O NO T I C E N E E D E D 6 0 days after filing EEOC charge, you CAN file a l awsuit: _____ / _____ / _____ 2 years from discriminatory act (lawsuit must be filed b y): _____ / _____ / _____ 3 years if violation was willful: _____ / _____ / _____ DE A D L I N E 4 : E Q U A L P A Y A C T: N O C H A R G E N E E D E D 2 years from last discriminatory paycheck: _____ / _ ____ / _____ 3 years if violation was willful: _____ / _____ / _____ DE A D L I N E 5 : R E S P O N D T O E M P L O Y E R ' S E E O C PO S I T I O N S T A T E M E N T D ate Position Statement received: _____ / _____ / _ ____ 3 0 days from that date: _____ / _____ / _____ MY L A W Y E R ' S C O N T A C T I N F O R M A T I O N N ame: _________________________________ P hone: _________________________________ E mail: _________________________________ E EOC CHARGE NUMBER: _ ________________________________ Check every deadline twice. When in doubt, file early. You can always withdraw a claim. You can never un-miss a deadline. A downloadable version of this worksheet is available at clockedout.ai YOUR EVIDENCE JOURNAL One Entry Per Incident. Be Specific. Photocopy this page. Fill in one entry every time something happens. THE FIGHT CONTINUES D ATE: _____ / _____ / _____ T IME: __________ A M / PM LO C A T I O N (Be specific: which office, which floor, which conference room) _ ______________________________________________ WH A T H A P P E N E D (Describe the incident factually. What was said? What was done? Use exact words if you can remember them.) _ ______________________________________________ _ ______________________________________________ _ ______________________________________________ _ ______________________________________________ WH O W A S I N V O L V E D (Names and titles of everyone who participated in or witnessed the incident.) _ ______________________________________________ _ ______________________________________________ HO W D I D Y O U F E E L (Were you humiliated? Threatened? Afraid? This matters for hostile work environment claims.) _ ______________________________________________ WH A T E V I D E N C E E X I S T S (Emails? Text messages? Security camera footage? Other witnesses? Screenshots?) _ ______________________________________________ WH A T D I D Y O U D O N E X T (Did you report it? To whom? Did you send a follow-up email? Did you save a screenshot?) _ ______________________________________________ THE FIGHT CONTINUES RU L E S F O R Y O U R J O U R N A L 1. Write entries the same day the incident happens. Courts give more weight to contemporaneous notes. 2. Store this journal at home, not at work. If you are fired, you will lose access to anything at the office. 3. Use facts, not conclusions. Write "He said 'you people are too sensitive'": not "He's a racist." 4. Never alter, backdate, or destroy an entry. If you need to correct something, draw a single line through it and write the correction next to it with the date of the correction. A downloadable version of this template is available at clockedout.ai