; (H) disciplinary or termination decisions for workers; (I) interviewing or hiring workers; and (J) job quality; (4) the implications of workplace surveillance on worker organizing efforts and labor organization membership; (5) the impact of workplace surveillance and the use of any automated decision system on vulnerable populations, including workers with disabilities, low-wage workers, workers of color, older workers, and formerly incarcerated workers, and on gender equity in the workplace; (6) the feasibility of requiring impact assessments for the use of workplace surveillance or an automated decision system with respect to certain employers or industries; and (7) third parties and service providers and their role in workplace surveillance and the technology used for workplace surveillance. (b) Consultation In carrying out the duties under subsection (a), the Task Force shall, to the extent necessary and appropriate, regularly consult with— (1) labor organizations; (2) relevant stakeholders in the private sector; (3) technologists and subject matter experts on— (A) workplace surveillance; (B) technology used for workplace surveillance; (C) data; (D) workplace safety and health; and (E) the impact of workplace surveillance on vulnerable populations, including workers with disabilities, low-wage workers, workers of color, older workers, and formerly incarcerated workers and on gender equity in the workplace; (4) Federal agencies that are not represented on the Task Force