VERTICAL ENFORCEMENT · HR
Employment AI compliance for hiring, evaluation, and workforce management.
THE REGULATORY CONTEXT
HR AI is the most dangerous deployment in enterprise technology. A hiring algorithm that discriminates. A performance evaluation tool that violates due process. A workforce management AI that makes adverse employment decisions without human review. Each is not an HR policy violation. It is a civil rights complaint, a wrongful termination lawsuit, and a front-page story.
SCOPE
Applies to all employers, HR technology vendors, staffing agencies, and workforce management platforms using AI for recruiting, interviewing, performance evaluation, compensation, scheduling, or termination.
KEY ENFORCEMENT DATES
NOW
Illinois AI Video Interview Act requires consent for AI interview analysis
NOW
NYC Local Law 144 requires bias audits for automated employment decision tools
AUGUST 2, 2026
EU AI Act Article 50 applies to HR AI chatbots and candidate-facing tools
Q4 2026
First EEOC AI discrimination enforcement actions with evidentiary requirements
JAN 1, 2027
Colorado SB 26-189 ADMT requirements apply to employment AI decisions
JAN 1, 2027
California CCPA ADM consumer rights apply to job applicants
RTFCT HR COVERAGE
REQUIREMENT
Employers must obtain informed consent before using AI to analyze video interviews. Candidates must be notified of the AI evaluation.
RTFCT SOLUTION
Automated consent verification and notification logging. Every video interview AI analysis is logged with the candidate's consent record, the AI model used, and the evaluation output. Consent withdrawal is honored automatically and logged.
COVERAGE: FULL STRUCTURAL COVERAGE
REQUIREMENT
Employers using AEDTs must conduct annual bias audits, publish results, and provide candidate notification.
RTFCT SOLUTION
Bias audit trail generation. The system logs every AEDT decision with demographic metadata, decision criteria, and outcome. Annual audit packages are generated automatically in NYC Local Law 144 compliant format.
COVERAGE: FULL STRUCTURAL COVERAGE
REQUIREMENT
Employers must provide pre-use notices, adverse-outcome explanations, and human review rights for AI-driven employment decisions.
RTFCT SOLUTION
Pre-use notice generation for all candidate-facing AI. Adverse-outcome explanations are generated from the inference log. Human review rights are enforced through mandatory approval gates before adverse employment actions are finalized.
COVERAGE: FULL STRUCTURAL COVERAGE
REQUIREMENT
AI systems must not discriminate based on protected characteristics. Employers must maintain records proving non-discrimination.
RTFCT SOLUTION
Disparate impact detection at inference time. The system monitors AI hiring and evaluation decisions for demographic bias patterns. If bias thresholds are detected, the decision is flagged and logged. The evidentiary record proves good-faith compliance.
COVERAGE: FULL STRUCTURAL COVERAGE
REQUIREMENT
Automated decision-making systems must provide opt-outs, pre-use notices, and access to decision logic for California residents.
RTFCT SOLUTION
California applicant rights are enforced automatically. Pre-use notices are generated. Opt-out requests are honored and logged. Decision logic is preserved in the VLT and accessible to the applicant upon request.
COVERAGE: FULL STRUCTURAL COVERAGE
REQUIREMENT
High-risk AI systems including employment evaluation tools must maintain logs, ensure human oversight, and provide transparency.
RTFCT SOLUTION
The VLT captures every HR AI inference with full technical documentation, human oversight attestation, and transparency metadata. The evidentiary chain satisfies Article 50 logging requirements for high-risk AI systems.
COVERAGE: FULL STRUCTURAL COVERAGE
ADDITIONAL FEATURES
Automated consent capture, verification, and withdrawal for all AI-evaluated candidates.
Demographic metadata and decision criteria are logged for every hiring and promotion decision. Annual audit packages are generated automatically.
Every adverse employment decision is logged with the full inference chain, human review record, and legal justification.
Employee AI monitoring and evaluation data is isolated with HIPAA-grade vaulting when medical or personal data is involved.
Automatic handling of EU and US dual-jurisdiction requirements for global employers.
PRICING
$4,500 / month base
+ $700 / month per AI system
12-month minimum commitment. Bias audit tooling included.
WHAT IS INCLUDED
Illinois AI Video Interview Act compliance
NYC Local Law 144 bias audit trail generation
Colorado SB 26-189 employment ADMT coverage
EEOC discrimination detection and logging
California CCPA ADM applicant rights enforcement
EU AI Act Article 50 high-risk system logging
Candidate consent management and withdrawal
Bias audit trail and annual report generation
Adverse action documentation and human review gates
Workforce privacy protection
Cross-border EU and US coverage
Priority HR regulatory update notifications
1,095-day immutable VLT retention
HR COMPLIANCE
HR AI is not a productivity tool. It is a civil rights exposure. The RTFCT HR Vertical provides structural compliance for hiring, evaluation, and workforce management AI. Every candidate is protected. Every decision is defensible. Every audit is ready.
BEGIN ONBOARDINGTHE HR VANGUARD COHORT
Be among the first 20 employers to deploy structural HR compliance. Vanguard members receive discounted base pricing ($3,500 / month), priority regulatory updates, and direct implementation support.
JOIN THE HR VANGUARDCUSTOM POLICY INGESTION
Have your own proprietary hiring standards or institutional diversity policies? The Dedicated Substrate tier supports BYOP policy intake. We map your framework into the RTFCT enforcement layer.
LEARN ABOUT DEDICATED SUBSTRATE