Workday asks federal judge to deny class certification in Mobley AI hiring screening suit
Key points
- Workday argues customers make hiring decisions and that differing configurations undermine class certification
- Plaintiffs seek four subclasses: African American applicants, women, applicants 40 and older, and applicants with disabilities
- The case was filed in February 2023; the allegations have not been adjudicated
Workday filed in San Francisco federal court late Tuesday asking a judge to deny class certification in Mobley v. Workday. The company argues that it does not make hiring decisions, that its customers do, and that customer configurations differ, making commonality difficult to prove. Plaintiffs seek four subclasses: African American applicants, women, applicants 40 and older, and applicants with disabilities, alleging that the company's AI screening tools discriminate on the basis of race, sex, age and disability. The case was filed in February 2023 and has four named plaintiffs. No findings of discrimination have been made. For reference only, not legal advice.
What employers should do
- Check whether your company uses AI screening tools covered by this case and understand how configuration and decision responsibility are divided
- Retain hiring screening records to support any future litigation or investigation
Policy details
- Jurisdiction
- US District Court, San Francisco (N.D. Cal.)
- Status
- Enforcement action
- Effective date
- —
- Employers covered
- Employers using Workday AI hiring screening tools and their applicants
- Official source
- View official source ↗
Original report: Crypto Briefing ↗Edited with AI assistance. Facts are based on official sources and original reports. For information only; not legal, immigration or insurance advice.