As employers adopt artificial intelligence (AI) tools throughout the employee lifecycle, they must address evolving local, state, federal, and supranational requirements governing bias, privacy, transparency, and potential discrimination risks, while also providing meaningful human oversight.
Quick Hits
AI tools can streamline employee lifecycle events, such as recruiting, hiring, evaluations, and productivity monitoring, but they can also create privacy, effectiveness, and discrimination risks.
Employers must assess applicable local, state, federal, and international laws, conduct appropriate bias and privacy reviews, provide required notices and accommodations, and maintain meaningful human oversight.
Companies that use AI across jurisdictions may want to establish ongoing compliance, monitoring, vendor management, and data protection practices as AI-related employment law continues to evolve.
There is an ever-increasing number of exciting AI tools that are available to… Read the complete article here...
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