Tanner De Witt’s Post

This article is a good read; however, the article’s reference to the number of bills already introduced to regulate AI at the state and local levels resonated with me a lot more than the concern over defining AI. For example, the article includes the following about a local law in New York: “New York City instituted a law in July 2023 requiring employers to independently audit their systems for AI bias and publish their findings on their company websites or risk fines.” According to the article, more than 30 states have put forth almost 200 bills related to AI-focused legislation. Therefore, my key takeaway is that staying compliant with the many variations of regulatory requirements for AI usage is going to be an increasing business imperative for employers. Check out the article for more context. #AI #HR #DEI #ArtificialIntelligence #Bias #EEOC #HiringTrends #RegulatoryCompliance #CostAvoidance #EmploymentLaw #BottomLine https://lnkd.in/eu6pQW3W

The AI regulatory landscape is growing - over 30 states have introduced almost 200 bills related to AI-focused legislation. Employers using AI for hiring or any other employment decisions need solid, proactive strategies to mitigate risks of running afoul of existing and anticipated laws for using artificial intelligence. #AI #HR #DEI #UnconsciousBias #HiringTrends #EmploymentLaw #EEOC #AntiDiscrimination #ArtificialIntelligence #RegulatoryCompliance #Bias #CostAvoidance #BottomLine https://lnkd.in/e8hUt7S4

From Morgan, Lewis & Bockius LLP: The risks posed by AI and increased government oversight mean #employers should consider taking steps to protect themselves. Some key takeaways to consider that can help mitigate legal risk include the following... #artificialintelligence #ai #riskmanagement

Data privacy and HR's use of AI in the workplace could be undergoing a significant transformation in America. The American Privacy Rights Act of 2024 may pass this year, setting a federal standard for how companies handle personal information. Although it doesn't cover employee data, it would enforce more rules for the use of AI in HR decision-making. If the bill becomes law, employees could prevent their employers from using AI in consequential employment decisions by opting out. However, companies making less than $40 million in annual gross revenue and collecting, processing, retaining, or transferring the "covered" data of fewer than 200,000 individuals are currently exempt. Stay tuned for more updates on this developing story that could have significant consequences for both employees and employers. #HR #AI #AmericanPrivacyRightsAct https://lnkd.in/eE9ddebT

📢 Navigating the Future: HR's Role in Colorado’s New AI Law The Colorado AI Act, set to go into effect in 2026, mandates that HR departments address algorithmic discrimination, particularly in hiring, promotions, and evaluations. If your company uses AI in decision-making, compliance with this law is essential. Read the full article: https://lnkd.in/gwGG58jB 💡 Guide to HR offers tailored compliance strategies to ensure your AI tools meet the requirements. Our expertise will help you implement regular audits, establish best practices, and avoid costly legal pitfalls. Let us help you stay compliant—contact us today! https://lnkd.in/gaDCEg25 #AIGovernance #HRTech #GuideToHR

Data privacy in America and HR’s use of AI in the workplace may be on the verge of a significant shift. If the American Privacy Rights Act of 2024 is enacted, an employee could bar their employer from using AI in making “consequential” decisions about their employment if the employee exercises an AI opt-out. #HR #humanresources #AI #hiring #staffing

Colorado's new AI law, set to take effect in February 2026, places HR at the forefront of ensuring compliance. The legislation requires employers using AI in high-risk areas like hiring, promotion, and termination to address potential algorithmic discrimination proactively. HR teams should start by understanding the AI tools in use, developing a risk management program, and conducting regular audits. Compliance might seem daunting, but aligning with standards like NIST or ISO can streamline the process. Early preparation will be key to navigating this evolving regulatory landscape. #AICompliance #HRTech #WorkplaceRegulations

In this week’s compliance update, we’re diving into California’s latest proposed regulations on AI and automated decision systems (ADS) in employment. The California Civil Rights Division (CRD) has issued revised definitions for key terms like ‘automated decision system,’ ‘agent,’ and ‘employment agency.’ These updates could have significant implications for any employer using AI in their hiring, promotion, or background check processes. With California often leading the way in regulatory innovation, these rules could influence AI-related employment laws across the country. Why does this matter? Employers relying on AI and ADS to make employment decisions may need to adjust their systems to comply with new transparency and anti-bias requirements. Vendors and third parties handling recruitment or “screening” (an undefined term) may now be classified as "agents," which could expand employer liability. This is a pivotal moment for companies using AI as the CRD is seeking public commentary on the proposed rules until November 18, 2024. In my latest Forbes article, I break down these revisions and share crucial insights on what employers and vendors need to know, including how to submit your feedback to the CRD. This is a key opportunity for companies to shape the future of AI regulations. If your company uses AI in employment decisions, now’s the time to act. Check out the full article here: https://lnkd.in/gf8DEfhj Don’t miss your chance to weigh in before the November 18th deadline. That’s this week’s compliance update. Stay tuned for more updates on evolving regulations in AI and background screening. #ComplianceUpdate #AI #AutomatedDecisionSystems #EmploymentLaw #BackgroundScreening #CaliforniaJobs

Employment law expert warns of AI risks Firms must be aware of the potential risks posed by the use of artificial intelligence (AI), according to Euan Smith, an expert in employment law. Smith, a senior office partner at Eversheds Sutherland, highlighted the need for suitable guardrails to mitigate these risks. He mentioned the risks associated with employees using AI to generate information that may not be accurate or verified. Smith also warned about the dangers of using AI tools for recruitment, as they may perpetuate biases and lead to legal claims. He emphasised the importance of educating employers, implementing policies, and providing training to ensure safe and responsible use of AI. The UK government has published guidance on deploying AI technology responsibly in HR and recruitment. Stay ahead of the latest news and trends impacting the Scottish legal industry ➡️ https://lnkd.in/ey_umsfK #ScotsLaw #Law #legal #EmploymentLaw #AIRisks