This guide explains a documented procedural timeline. It does not diagnose an individual rejection or predict the case’s outcome. Use official court records and current orders for any deadline or action rather than a summary written for general readers.
What the case alleges
Derek Mobley’s claims concern alleged age, race and disability discrimination involving Workday applicant-screening tools. A complaint states allegations. A ruling that permits litigation to continue does not establish liability, and preliminary certification is not a finding that a screening tool discriminated.
The notice timeline and its deadline
The age-discrimination collective received preliminary certification on May 16, 2025. The court’s December 2, 2025 notice-plan order approved a January 6–March 7, 2026 notice period and required opt-in consents dated no later than March 7, 2026. It is now October 2026; that order does not establish an open opt-in window today. Check subsequent court orders or contact counsel for a question about your circumstances.
The separate June 22, 2026 motion-to-dismiss decision should not be described as the date of preliminary collective certification. This guide’s earlier chronology and open-window wording were corrected on October 7, 2026.
What a candidate can reasonably ask
- ▸Ask the employer which stage uses automated tools and whether a person reviews the result.
- ▸Preserve the role, application date and communications if you want to understand or raise a concern. Rapid rejection alone does not prove discriminatory screening.
- ▸Use applicable official notice, accommodation or complaint guidance rather than assuming every applicant has the same rights.
- ▸Consult current court records or qualified counsel for participation, eligibility or filing questions.
Separate the lawsuit from local notice rules
New York City’s official AEDT guidance describes a bias audit, public information and notice requirements for covered tools. Colorado’s enacted SB26-189 introduces covered automated-decision requirements starting January 1, 2027, including interaction notices and an adverse-outcome description of the technology’s role. Those are jurisdiction-specific requirements with coverage conditions, not a universal right to inspect every hiring algorithm.
What Resume Leap’s feedback measures
Resume Leap compares keyword overlap and provides an AI resume assessment. It does not test Workday or another employer’s parser, reveal private screening criteria, validate discrimination or predict a hiring decision. The score methodology explains those limits; how an ATS works distinguishes parsing, matching and employer decisions.