AI and Automated Tools Hiring Notice

• Document code: YFC-AI-1.0
• Version: 1.0
• Effective date: November 4, 2026
• Owner: Privacy Officer
• Issued by: Your Future Career LLC ("YFC"), 210 N Main St, Oshkosh, WI 54901, for itself and its affiliates Your Future Care ("Care") and Your Future Nexus LLC ("Nexus")
• Applies to: applicants, active and passive candidates, leased employees, YFC staff, and Care caregivers
• Related documents: YFC-PRIV-6.0 (Applicant, Candidate and Workforce Privacy Notice), YFC-FCRA-3.0, YFC-COMM-1.0

Candidate Privacy Notice · Make a privacy request · Privacy Policy

Contents

1. Plain-language summary
2. How YFC uses AI today
3. Your choices
4. Illinois notice (775 ILCS 5/2-102(L), effective January 1, 2026)
5. Illinois Artificial Intelligence Video Interview Act (820 ILCS 42)
6. New York City Local Law 144 (N.Y.C. Admin. Code 20-870 to 20-874; 6 RCNY 5-300 to 5-304)
7. California
8. Colorado (SB 26-189, effective January 1, 2027)
9. Connecticut (SB 5 of 2026, employment provisions operative October 1, 2027)
10. Maryland facial recognition (Md. Code, Lab. & Empl. 3-717)
11. Texas (Texas Responsible Artificial Intelligence Governance Act, HB 149, Tex. Bus. & Com. Code ch. 551 et seq., effective January 1, 2026)
12. Other jurisdictions
13. Data, retention, and contact

1. Plain-language summary

• YFC uses AI tools to help recruiters work faster and more consistently.
• A human recruiter reviews every AI output and makes every decision to submit, advance, or decline a candidate. Every hiring decision is made by the employer.
• YFC does not use AI to analyze your face, voice, body language, or emotions.
• YFC does not use zip code, or any other data point, as a proxy for a protected characteristic.
• You may ask for human-only review, ask for an accommodation, and ask how AI was used for you. Contact: privacy@yourfuturecareer.vip or (920) 383-1992.

2. How YFC uses AI today

What the tools never use: name (for matching), photo, age or date of birth, graduation year, gender, race or ethnicity, religion, disability, national origin, zip code or street address, school names as a ranking factor, marital or family status, union membership, criminal history, credit history, or pay history.

What YFC does not do:

• No automated rejection or scoring that removes candidates from consideration.
• No facial recognition, facial expression analysis, voice analysis, or emotion detection.
• No AI-analyzed video interviews. (Section 5 applies if this ever changes.)
• No personality, cognitive, or game-based AI assessments.
• No use of your data to train third-party AI models. YFC uses AI vendors under terms that bar training on YFC customer data.

2.1 Vendor categories

YFC uses the following categories of AI-enabled tools:

• General-purpose large language model assistants (drafting, summarization, blind formatting).
• Productivity suite AI features (email and document drafting).
• CRM and database search features (match suggestions).
• Professional networking and sourcing platform search tools.
• Meeting note-taking tools (only with all-party consent, YFC-PRIV-6.0 Section 11).

3. Your choices

3.1 Human-only review

You may ask that YFC handle your materials without any AI-assisted summarizing, blind formatting, or matching. A recruiter will then read your materials and prepare any profile by hand. Choosing human-only review has no negative effect on your candidacy. To ask, email privacy@yourfuturecareer.vip, call (920) 383-1992, or tell your recruiter. YFC flags your StaffFlow record "Human review only" within 2 business days.

3.2 Accommodation

If a disability or other condition affects how you can take part in any step of our process, including any tool or online form, ask for an accommodation at the same contacts. YFC handles accommodation requests confidentially (YFC-PRIV-6.0 Section 14.2).

3.3 Ask how AI was used

You may ask whether and how an AI tool was used in connection with your candidacy, what data it used, and what output it produced. YFC answers within 45 days.

3.4 Correction

If you believe an AI-generated summary or blind profile about you is inaccurate, tell us and we will correct it.

4. Illinois notice (775 ILCS 5/2-102(L), effective January 1, 2026)

This section is YFC's notice to Illinois applicants, candidates, and employees under the Illinois Human Rights Act, as amended by Public Act 103-0804 (HB 3773).

• YFC uses artificial intelligence, as described in Section 2, in recruitment and referral (drafting, resume summarization, blind formatting, sourcing assistance, and match suggestions). For leased employees, YFC does not use AI in decisions on hiring, promotion, renewal, training selection, discharge, discipline, tenure, or the terms, privileges, or conditions of employment.
• YFC does not use AI in a way that has the effect of subjecting anyone to discrimination on the basis of a protected class, and YFC does not use zip codes as a proxy for protected classes.
• Questions or requests for human review: privacy@yourfuturecareer.vip, (920) 383-1992.
• The Illinois Department of Human Rights withdrew its proposed notice rules on June 2, 2026. YFC will update this notice if final rules are adopted.

5. Illinois Artificial Intelligence Video Interview Act (820 ILCS 42)

YFC does not currently use AI to analyze video interviews. If YFC or a client using YFC's process ever asks an Illinois applicant to record a video interview that AI will analyze, YFC first gives the notice and obtains the consent below, and follows these rules:

• Notify the applicant before the interview that AI may be used to analyze the video and consider the applicant's fitness for the position (820 ILCS 42/5(1)).
• Give the applicant information explaining how the AI works and what general types of characteristics it uses to evaluate applicants (820 ILCS 42/5(2)).
• Obtain the applicant's consent before the interview (820 ILCS 42/5(3)). YFC does not use AI to evaluate an applicant who has not consented.
• Share the video only with persons whose expertise or technology is necessary to evaluate the applicant (820 ILCS 42/10).
• Delete the video, and instruct every person who received a copy to delete it, within 30 days after the applicant's request (820 ILCS 42/15).
• If AI analysis alone decides whether an applicant gets an in-person interview, collect and report the race and ethnicity data required by 820 ILCS 42/20 to the Illinois Department of Commerce and Economic Opportunity each year by December 31.

5.1 Consent form: AI Video Interview (Illinois)

Notice. [Company] may use artificial intelligence to analyze the video interview you record for the [position] role and to consider your fitness for the position.

How the AI works. [Plain-language description supplied by the vendor: what the tool analyzes (for example, the words you use in your answers), the general types of characteristics it evaluates, and how its output is used by a human reviewer.]

Sharing. Your video is shared only with persons whose expertise or technology is necessary to evaluate you: [list roles or vendor].

Deletion. You may ask us to delete your video at any time. We will delete it, and instruct everyone who received a copy to delete it, within 30 days of your request. Email privacy@yourfuturecareer.vip.

Alternative. You may decline. If you decline, you may interview live with a person instead, and declining has no effect on your candidacy.

• [ ] I have read this notice and consent to the use of AI to analyze my video interview.
• [ ] I do not consent. Please schedule a live interview with a person.
• Name: ______________________
• Signature (handwritten or electronic): ______________________
• Date: ______________________

6. New York City Local Law 144 (N.Y.C. Admin. Code 20-870 to 20-874; 6 RCNY 5-300 to 5-304)

6.1 Current position. YFC does not use an automated employment decision tool (AEDT) to substantially assist or replace discretionary decision making for any candidate or employee who resides in New York City, or for any job located in New York City, at any stage. YFC's tools do not produce a simplified output (score, classification, or recommendation) that YFC relies on solely, weights more than any other criterion, or uses to overrule a human conclusion (6 RCNY 5-300). Because YFC is an employment agency under the law, this statement covers YFC's screening of candidates for client roles.

6.2 If that changes. Before using an AEDT for NYC candidates or employees, YFC will: obtain an independent bias audit conducted within the prior 1 year; publish a summary of the results and the tool's distribution date on its employment section of its website; and give each NYC candidate and employee the notice below at least 10 business days before use.

6.3 Template: NYC AEDT Notice (10 business days before use)

Notice of use of an automated employment decision tool

Your Future Career LLC ("YFC") will use an automated employment decision tool (AEDT) to assess candidates for the [position] role [or: to assess employees for (promotion or other decision)] in New York City, starting [date, at least 10 business days after this notice].

Job qualifications and characteristics the AEDT uses: [list].

Bias audit: A summary of the most recent bias audit of this tool, and the date the tool was first used, are posted at [URL].

Data: Information about the type of data collected for the AEDT, the source of that data, and YFC's data retention policy is available at [URL] or on written request to privacy@yourfuturecareer.vip. YFC responds to written requests within 30 days.

Alternative selection process or accommodation: You may request an alternative selection process or a reasonable accommodation by contacting privacy@yourfuturecareer.vip or (920) 383-1992. [Describe the alternative process, if one is available.]

This notice is provided under N.Y.C. Admin. Code 20-871(b) and 6 RCNY 5-304.

Delivery options: for candidates, the employment section of the website, the job posting, or US mail or email; for employees, written policy or procedure, the job posting, or US mail or email (6 RCNY 5-304).

7. California

7.1 FEHA automated-decision systems regulations (Cal. Code Regs. tit. 2, 11008 to 11017.1, effective October 1, 2025)

• YFC acts as an agent of employers and as an employment agency, and is covered by these regulations.
• YFC does not use an automated-decision system (ADS) that discriminates on any basis protected by the Fair Employment and Housing Act, and does not use one to screen out applicants based on a protected characteristic or on a disability without an accommodation process.
• YFC conducts anti-bias review of its AI-assisted tools (Appendix A.4) and keeps the results.
• YFC keeps ADS data, including inputs, outputs, and data used to develop or customize a tool, and related personnel records, for 4 years from the later of the record's creation or the personnel action (Cal. Code Regs. tit. 2, 11013(c)).
• YFC does not use tools that analyze tone of voice, facial expressions, or reaction time, which may screen out applicants based on disability or national origin.
• Accommodation requests: Section 3.2.

7.2 CCPA automated decisionmaking technology (Cal. Code Regs. tit. 11, 7200 to 7222; compliance from January 1, 2027)

7.2.1 Current assessment. YFC's tools assist human recruiters and do not replace or substantially replace human decisionmaking within the meaning of Cal. Code Regs. tit. 11, 7001. A human reviewer who understands the tool's output, analyzes it with other relevant information, and has authority to make or change the decision reviews every output. YFC repeats this assessment before January 1, 2027 and before adopting any new tool.

7.2.2 If YFC uses ADMT for a significant decision. YFC gives the pre-use notice below at or before collecting the personal information to be processed, or before processing previously collected information. YFC offers an opt-out by at least 2 methods, or relies on an exception and says so; offers the right to access ADMT information; and honors opt-outs within 15 business days.

7.3 Template: CCPA Pre-Use Notice for ADMT (for use from January 1, 2027)

Notice of use of automated decisionmaking technology

What we use and why. Your Future Career LLC ("YFC") uses [tool category, for example "an automated matching system"] to [specific purpose, for example "rank candidates for the (position) role at (client) according to how closely their listed skills and certifications match the job's required skills"]. The output is [type of output, for example "a ranked list"] and a recruiter uses it to [role in the decision, for example "decide which candidates to contact first"].

How it works. The system uses these categories of personal information: [list]. These factors most affect the output: [list]. The system does not use [list excluded data, for example "age, gender, race, zip code, or pay history"].

Your right to opt out [or: Your right to appeal]. [Option 1: opt-out] You may opt out of the use of this system for decisions about you. If you opt out, a recruiter will review your materials manually: [describe alternative process]. To opt out, use [link to form] or call (920) 383-1992. [Option 2: human appeal exception, Cal. Code Regs. tit. 11, 7221(b)(1)] You may appeal any decision to a qualified human reviewer who has authority to overturn it. To appeal, use [link] or call (920) 383-1992. Include any information you want considered. [Option 3: hiring exception, Cal. Code Regs. tit. 11, 7221(b)(2)] We use this system solely to assess your ability to perform at work or in a specific job, and it works as intended for that purpose and does not discriminate on a protected basis. Because of this exception, an opt-out is not offered.

Your right to access. You may ask us how we used this system for you, including its purpose, its logic, the output for you, and how the output was used in the decision. Submit at yourfuturecareer.vip/privacy-request or privacy@yourfuturecareer.vip. We confirm receipt within 10 business days and respond within 45 calendar days.

No retaliation. We do not retaliate against you for exercising any of these rights.

More information. YFC-PRIV-6.0 at yourfuturecareer.vip/applicant-notice.

8. Colorado (SB 26-189, effective January 1, 2027)

8.1 Colorado's automated decision-making technology law, which replaces SB 24-205, covers the use of automated decision-making technology in consequential decisions, including employment. The Colorado Attorney General's implementing rules are due by January 1, 2027.

8.2 YFC commitments for Colorado residents and Colorado jobs, from January 1, 2027:

• Before use: a clear and conspicuous notice that YFC uses covered technology in the decision, with instructions on how to request more information about the technology and the categories of personal data used. Section 2 of this notice and the posting on the YFC job board serve that purpose; the Colorado addendum in Section 8.3 is added to Colorado postings.
• After an adverse outcome: within 30 days, an individualized written notice with a plain-language description of the decision and the technology's role, instructions for requesting more detail (tool name, version, developer, data types used), and an explanation of your rights.
• Rights: to correct factually inaccurate personal data used, and to request meaningful human review and reconsideration of the decision.

8.3 Template: Colorado Posting Addendum (from January 1, 2027)

Your Future Career LLC uses AI-assisted tools to help recruiters review applications for this role. A human recruiter reviews every application and makes every recommendation. To learn more about the technology and the categories of personal data it uses, or to request correction or human review, contact privacy@yourfuturecareer.vip or (920) 383-1992. Details: yourfuturecareer.vip/ai-notice.

8.4 Template: Colorado Post-Adverse-Outcome Notice (within 30 days)

[Date]

Dear [Name],

Decision. On [date], [describe the decision, for example "you were not selected to move forward for the (position) role"].

Role of technology. [Describe the technology's role, for example "an automated matching tool ranked applicants by how closely their listed certifications matched the role's required certifications; your application was ranked below the candidates a recruiter selected for interviews. A recruiter reviewed your application and made the decision."]

More information. You may request the name and version of the technology, its developer, and the types of personal data it used by contacting privacy@yourfuturecareer.vip.

Your rights. You may (1) ask us to correct any factually inaccurate personal data used in the decision, and (2) request meaningful human review and reconsideration of the decision. Contact privacy@yourfuturecareer.vip or (920) 383-1992 within [60] days.

Your Future Career LLC

9. Connecticut (SB 5 of 2026, employment provisions operative October 1, 2027)

9.1 Preview. From October 1, 2027, before using any automated employment-related decision technology that is a substantial factor in a hiring, promotion, discipline, discharge, or other employment decision about a Connecticut applicant or employee, YFC will give written notice of:

• the fact that YFC deploys the technology;
• the purpose and nature of the employment-related decision;
• the trade name of the technology;
• the categories of personal data the technology analyzes or processes, and how the data is assessed;
• the sources of that data; and
• YFC's contact information.

9.2 Ordinary software such as word processing, spreadsheets, and scheduling tools is outside the definition. YFC will assess whether its match suggestion tool is a "substantial factor" before October 1, 2027.

10. Maryland facial recognition (Md. Code, Lab. & Empl. 3-717)

YFC does not use facial recognition services during interviews. If any interview tool used for a Maryland applicant would create a facial template, YFC first obtains the signed waiver below. An applicant who declines interviews without the tool.

10.1 Template: Maryland Facial Recognition Consent Waiver

I, [applicant name], consent to the use of facial recognition service technology during my interview with [Company] on [date of interview]. I have read this waiver.

• Applicant name: ______________________
• Date of interview: ______________________
• Signature: ______________________
• Date signed: ______________________

11. Texas (Texas Responsible Artificial Intelligence Governance Act, HB 149, Tex. Bus. & Com. Code ch. 551 et seq., effective January 1, 2026)

YFC does not develop or deploy any AI system with the intent to unlawfully discriminate against a protected class in violation of state or federal law. YFC keeps the documentation in Appendix A so it can respond to a civil investigative demand from the Texas Attorney General.

12. Other jurisdictions

• New Jersey: YFC applies the Division on Civil Rights disparate-impact rules (N.J.A.C. 13:16) to AI-assisted tools.
• Federal: Title VII, the ADA, and the ADEA apply to AI-assisted hiring. YFC reviews tools for adverse impact and provides accommodations.
• Wisconsin: YFC applies the Wisconsin Fair Employment Act (Wis. Stat. 111.31 to 111.395) to every tool and process.

13. Data, retention, and contact

• AI-related inputs, outputs, and review records: 4 years (Cal. Code Regs. tit. 2, 11013(c)), applied nationwide.
• Full data practices: YFC-PRIV-6.0.
• Contact: Privacy Officer, Your Future Career LLC, 210 N Main St, Oshkosh, WI 54901; privacy@yourfuturecareer.vip; (920) 383-1992; yourfuturecareer.vip/privacy-request.