Algorithmic discrimination continues to be a focal point of concern, as evidenced by recent legislation introduced in California which, if passed into law, will require employers who use automated decision tools to make consequential decisions to undergo a cost-benefit analysis regarding the use of such technology. Employers must continue to proceed with caution, and be “smart” about how they use Artificial Intelligence (AI) in the workplace, particularly as to hiring, firing, and other important employment-related decision-making.