ACA Reporting
ACA Compliance Lessons Learned From Recent Reporting Seasons
Common themes emerge when reflecting on recent ACA reporting seasons that can help employers reduce administrative burdens and improve accuracy.
Employers
New Framework Supports Inclusive AI in Hiring for Disabled Job Seekers
Learn how the AI & Inclusive Hiring Framework ensures accessible, equitable AI hiring practices for all, focusing on inclusion for disabled job seekers.
As artificial intelligence (AI) hiring tools become more widespread, ensuring they are inclusive and accessible is important for employers. A new AI & Inclusive Hiring Framework, developed by the Partnership on Employment & Accessible Technology funded by the U.S. Department of Labor’s Office of Disability Employment Policy, offers guidance for employers seeking to deploy AI-powered hiring technologies equitably.
The framework aims to reduce the risk of unintentional discrimination against disabled job seekers and to create hiring processes that are accessible and inclusive. It’s designed for flexibility, allowing organizations to implement changes gradually and focus on areas that align with their specific needs.
How It Works
The framework includes ten Focus Areas, addressing critical aspects of deploying AI hiring tools, from ensuring legal compliance and providing accommodations to monitoring performance and maintaining human oversight. These Focus Areas are mapped to the NIST Artificial Intelligence Risk Management Framework (AI RMF), providing clear guidance on managing risks and maximizing the benefits of AI in hiring.
Employer Roles and Responsibilities
The framework also identifies key roles for employers to take:
- Leaders Overseeing AI: Build and govern AI hiring technologies.
- HR and DEIA Professionals: Ensure AI tools are implemented equitably and with proper training.
- IT Accessibility Teams: Verify tools meet accessibility requirements.
- Legal and Compliance Teams: Manage legal risks and maintain compliance records.
Getting Started
Employers can implement the framework in stages, focusing on specific roles, goals, and practices most relevant to their needs. This step-by-step approach makes it manageable to address accessibility while deploying AI tools effectively.
By adopting the AI & Inclusive Hiring Framework, employers can ensure that AI hiring technology is a tool for inclusion, not a barrier, paving the way for a more equitable hiring process for all job seekers, especially those with disabilities. Access the AI & Inclusive Hiring Framework from PEAT.
Benefit Allocation Systems (BAS) provides online solutions for: Employee Benefits Enrollment; COBRA; Flexible Spending Accounts (FSAs); Health Reimbursement Accounts (HRAs); Leave of Absence Premium Billing (LOA); Affordable Care Act Record Keeping, Compliance & IRS Reporting (ACA); Group Insurance Premium Billing; Property & Casualty Premium Billing; and Payroll Integration.
MyEnroll360 integrates with major insurance carriers for enrollment eligibility management (e.g., Blue Cross, Blue Shield, Aetna, United Health Care, Kaiser, CIGNA and others), and with leading payroll platforms for enrollment deduction management (e.g., Workday, ADP, Paylocity, PayCor, UKG, and others).
This article is for informational purposes only and is not intended as legal, tax, or benefits advice. Readers should not rely on this information for taking (or not taking) any action relating to employment, compliance, or benefits. Always consult with a qualified professional before making decisions based on this content.
Topics