EEOC AI Guidance Readiness Evidence Bundle v0.1 draft. Profile of the Evidence Bundle spec scoped to evidence an employer's program toward EEOC AI Guidance (May 2023), Title VII, ADA (1990 as amended), Section 504 of the Rehabilitation Act, ADEA (1967), GINA (2008), and OFCCP federal-contractor obligations (where applicable) for AI tools used in hiring, promotion, performance evaluation, and termination. Names the 6 obligation families, required evidence kinds per family, freshness windows, and the decision-document conventions an EEOC investigator + state civil-rights agency + plaintiff's-side employment attorney + outside counsel expect.
Part of the Kinetic Gain Protocol Suite.
Status: v0.1 draft. Profile at
profile.json, canonical example atexamples/momentumhr-eeoc-2026q4/.
The EEOC's May 2023 technical-assistance document "Select Issues: Assessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures" makes clear that employers are responsible for the disparate-impact effects of AI tools they use — including AI tools sold by vendors. UGESP (29 CFR Part 1607) supplies the four-fifths-rule + job-relatedness + business-necessity framework that's been the federal disparate-impact backbone since 1978. ADA Title I + EEOC May 2022 AI/ADA guidance require accommodation pathways for candidates whose disabilities affect their performance on AI-mediated assessments. ADEA + GINA add age-fairness and genetic-info-prohibition layers. OFCCP layers on top for federal contractors.
This profile defines what an EEOC-investigation-ready bundle looks like.
| Code | Citation | Required evidence kinds |
|---|---|---|
| title-vii-disparate-impact | Title VII §703(k) + EEOC SEP 2024-2028 + UGESP 29 CFR Part 1607 | ugesp-validation-study · four-fifths-rule-test-report · job-analysis-documentation · business-necessity-attestation · alternative-selection-procedures-considered |
| ada-accommodation | ADA Title I (42 USC §12101) + EEOC AI Guidance May 2023 §3 | ada-accommodation-pathway-documentation · screen-reader-compatibility-attestation · alternative-selection-process-design · accommodation-request-log · human-reviewer-training-record |
| adea-age-fairness | ADEA (29 USC §621) | age-band-cohort-performance-report · age-proxy-feature-attestation |
| gina-genetic-info-prohibition | GINA (42 USC §2000ff) | gina-non-use-attestation |
| eeoc-recordkeeping | 29 CFR §1602.14 + §1602.31 | eeoc-recordkeeping-log · personnel-action-record · applicant-flow-data |
| ofccp-federal-contractor | EO 11246 + Section 503 + VEVRAA + 41 CFR Parts 60-1, 60-2, 60-300, 60-741 | ofccp-aap-document · eeo-1-report · applicant-flow-data-ofccp-format · ofccp-vevraa-disclosure · ofccp-section-503-disclosure (conditional — only applicable to federal contractors / subcontractors meeting OFCCP thresholds) |
| Family | Window | Rationale |
|---|---|---|
| validation_studies | P365D | Annual validation review cadence |
| four_fifths_tests | P90D | Quarterly disparate-impact cadence (matches NYC LL 144 audit cycle) |
| applicant_flow_data | P30D | Monthly applicant-flow snapshots |
| accommodation_logs | P30D | Monthly accommodation-request review |
| eeoc_recordkeeping | P365D | UGESP recordkeeping floor |
| ofccp_aap | P365D | Annual AAP cycle |
examples/momentumhr-eeoc-2026q4/ — MomentumHR Inc.'s 2026 Q4 EEOC readiness bundle for the req-2026-1843 Senior Backend Engineer hiring funnel using VendorE HireAssess v2.x. 12 evidence items across all 6 families including OFCCP (MomentumHR is a federal contractor). Cross-references the employment-decision-record-audit-stream extract under eeoc-recordkeeping family.
| Repo | Role |
|---|---|
evidence-bundle-spec |
Base spec |
employment-decision-record-audit-stream |
Audit-stream extracts feed eeoc-recordkeeping family |
state-employment-ai-disclosure-tracker |
Identifies state / local overlays atop the EEOC floor |
hipaa-readiness-evidence-bundle |
Sibling HealthTech compliance bundle |
ferpa-readiness-evidence-bundle |
Sibling EdTech compliance bundle |
respa-readiness-evidence-bundle |
Sibling PropTech compliance bundle |
naic-ai-bulletin-readiness-evidence-bundle |
Sibling InsurTech compliance bundle |
HR-Tech-readiness scaffolding for EEOC AI Guidance (May 2023), Title VII, ADA, Section 504, ADEA, GINA, and OFCCP federal-contractor obligations. Supports an employer's program toward EEOC-investigation readiness, UGESP four-fifths-rule + business-necessity defense readiness, ADA reasonable-accommodation pathway readiness, OFCCP AAP audit readiness, and state-overlay readiness (NYC LL 144, IL 820 ILCS 42 + HB 3773, MD HB 1202, CO SB 24-205). Does not by itself establish compliance with any of those statutes or rules. Per the standing public-language guardrail: readiness · evidence · posture · controls · scaffolding — never "EEOC-compliant" or "ADA-attested" without an external attestation.
MIT — see LICENSE.