Title III of the Americans with Disabilities Act requires public accommodation to ensure that individuals with disabilities have access to “full and equal enjoyment of the goods, services, facilities, privileges, advantages, or accommodations of any place of public accommodation.” What does that mean when a business is interacting with the public via its website or mobile app? Are the rules different when a company interacts with job applicants and employees using similar technology?

In this session, we will discuss:

• The obligations places of public accommodation have in the digital world.
• The ways in which such technology is treated under the employment provisions (Title I) of the ADA
• The EEOC’s recent guidance on the ADA and the use of Software, Algorithms, and Artificial Intelligence to Assess Applicants and Employees.

Mark Phillis, Shareholder, Littler Mendelson, P.C.

Anna Gualano, Principal, Littler Mendelson, P.C.

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