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Automated systems can influence recruiting, scheduling, evaluation, promotion, compensation, and termination.

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A score may look objective while reflecting incomplete data, design choices, or patterns from the past.

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A disappointing result does not by itself prove discrimination.

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Ask what system was used and what information you may lawfully obtain.

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Preserve notices, your own submissions, evaluations, and dates.

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Compare outcomes cautiously.

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Existing employment laws can apply when technology is part of a decision, but coverage and proof depend on the facts.

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The important question is not whether a machine was involved.

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It is how the decision was made, tested, and applied.