EEOC Guidance on Wearable Tech Including AI
Navigating the complexities of employees using wearable technologies while ensuring compliance.
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Artificial Intelligence
Navigating the Risks of AI in HR and Recruitment
AI in HR hiring presents significant concerns centered onbias and discrimination, data privacy, and the loss of human interaction. While AI offers efficiency benefits, organizations must navigate these challenges carefully to ensure fair and compliant hiring processes. Synergy HR discussed concerns about the use of AI generally and specifically, the danger of bias in hiring
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Navigating AI in HR: Balancing Innovation, Compliance, and Accountability
Employers are rapidly adopting artificial intelligence and automated decision-making (ADS) tools for human resources functions. They are valuable tools for HR professionals, and should be an integral aspect of the HR operations of today and the future. Consequently, it should be no surprise to employer lawyers that our clients will be held liable when discriminatory
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The Use of AI by Job Candidates: Employer Recommendations
Employers and their counsel should stay on top of the ever-evolving legal landscape in this area and the new AI tools entering the market.
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The Use of AI by Job Candidates: Employment Law Considerations
It is critical that employers understand the ways in which candidates can use AI in the hiring process and learn how to effectively navigate potential issues that might arise without negatively impacting the pool of talented applicants or running afoul of employment laws.
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AI and Worker Well-Being: Principles and Best Practices
U.S. Department of Labor releases AI Principles and Best Practices to help employers to harness AI technologies for their business while ensuring workers benefit from the new opportunities and are shielded from potential harms.
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AI and Inclusive Hiring Framework
On September 24, 2024, the United States Department of Labor (“DOL”) announced the publication of an AI & Inclusive Hiring Framework (the “Framework”). The Framework sets forth ten “Focus Areas” for employers to consider when using AI recruiting and hiring tools to minimize the risk of algorithmic discrimination.
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