Alameda, CA
AI governance in Alameda
Our home market
Alameda is where Jacobian Engineering spent twenty years doing compliance work before TrustEdge existed. The AI practice grew out of that book — the same assessors, the same clients, asking a new set of questions about systems they had started deploying.
We work on-site in Alameda. TrustEdge has no Alameda office — our engineers and assessors travel to you, and AI Academy and agent engagements are delivered nationally.
The pressure
What Alameda organisations are actually dealing with
Most of those questions are variations on one thing: something got shipped, nobody scoped it, and the next assessment is coming. That is the work, and it is why the practice is staffed by people who have sat on the assessor side of the table.
Sectors we serve here
- Healthcare and health systems
- Financial services
- Professional services
Regulatory context
The California rules that reach Alameda buyers
California has more AI law in force than any other state. The rule most likely to reach you is not the frontier-AI headline act — it is an employment regulation that has bound every employer with five or more employees since October 1, 2025.
FEHA automated-decision-system regulations — the rule that reaches almost everyone
Effective October 1, 2025, the California Civil Rights Council's regulations apply the Fair Employment and Housing Act to automated-decision systems used in employment. FEHA covers employers with five or more employees, which makes this the California AI rule most likely to apply to you. An ADS is defined broadly: a computational process that makes a decision or facilitates human decision making regarding an employment benefit, whether derived from artificial intelligence, machine learning, algorithms, statistics, or other data-processing techniques. Resume screening, interview scoring, trait and skill assessments, and promotion recommendations are all in scope. Use of an ADS can violate FEHA through intentional discrimination or through disparate impact, and running the tool does not satisfy an employer's individualized-assessment obligations.
CPPA risk assessments — this clock is already running
Risk assessments are the CPPA obligation that is live today, not in 2027. Processing initiated on or after January 1, 2026 that involves selling or sharing personal information, processing sensitive personal information, using ADMT for a significant decision, training ADMT with personal information, or using automated processing to infer personal attributes requires a documented risk assessment. Processing that predates 2026 must be assessed and documented by December 31, 2027. The first documentation submission to the CPPA is due April 1, 2028. Cybersecurity audit certifications are staggered by revenue: April 1, 2028 above $100M, April 1, 2029 for $50M–$100M, April 1, 2030 below $50M.
Four-year retention, vendor liability, and the evidentiary weight of bias testing
The FEHA regulations require employers to retain automated-decision-system data for four years — ADS data created or received by the employer in connection with any employment practice affecting any employment benefit of any applicant or employee. That includes vendor scores and outputs, not only your internal records. Employers are responsible for the AI tools they use whether or not they built them, and the regulations extend aiding-and-abetting liability to third parties that design or implement those tools. Evidence of anti-bias testing is relevant to a discrimination claim, judged on its quality, recency, scope, and results. The absence of testing is relevant too. That is the practical reason to test and document now rather than after a complaint.
All California AI provisions, in full →
Reviewed against primary sources as of August 2, 2026.
How we help
What we do in Alameda
Talk to us about AI governance in Alameda
No pitch, no pressure. We will tell you what is actually in scope and what an assessor will accept.