In the age of artificial intelligence, investigators handling workplace complaints, ethics hotline reports, and other reports of misconduct are seeing a clear shift. More of the submissions crossing their desks appear to have been drafted, at least in part, with the assistance of AI. A practice that was uncommon only recently is quickly becoming routine.
AI-Assisted Complaints Are Changing How Investigations Start Read More »
Employers and human resources departments are relying on artificial intelligence across the employment lifecycle. Screening tools rank applicants. Interview platforms score responses. Performance systems flag “low performers.” Compensation models recommend pay. Some of those outputs now feed discipline and termination decisions. The efficiency is real. So is the discrimination risk. A flawed model does not
AI in Employment Decisions: Six Practices Worth Putting in Place Now Read More »
Artificial intelligence has moved into daily work faster than the governance meant to manage it. Human Resources is the function best positioned to close that gap — much as it did when social media first entered the workplace. The assignment is heavier this time. AI now touches hiring, performance management, compensation, and termination. Those are
HR’s Leadership Role in Building the Guardrails Read More »
California’s “No Robo Bosses” Bill Heads to Governor Newsom: What Employers Need to Know New legislation targeting the role of artificial intelligence in workforce management is now on Governor Gavin Newsom’s desk. Senate Bill 947 — the “No Robo Bosses Act of 2026” — would prohibit California employers from using an automated decision system (ADS)
California’s “No Robo Bosses” Bill Heads to Governor Newsom Read More »
Employers are increasingly integrating artificial intelligence (AI) into the hiring process, deploying AI hiring tools across multiple stages of the employment funnel, including to manage application volume. Common AI hiring tools include: (1) passive recruiting technology to identify qualified candidates and invite them to apply to open positions; (2) resume scanners to rank or otherwise
AI Hiring Tools: New State Laws, Federal Risks & Compliance Strategies for Employers Read More »
A California appellate court recently affirmed a jury verdict awarding $4 million to a police captain who was subjected to a hostile work environment after a sexually explicit, AI-generated image resembling her was widely circulated in the workplace, holding that the dissemination of such fabricated content constituted unlawful harassment under California law. In a separate
The Rise of AI Deepfakes: Weaponized Harassment in the Modern Workplace Read More »
Navigating the complexities of employees using wearable technologies while ensuring compliance.
EEOC Guidance on Wearable Tech Including AI Read More »
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
Navigating the Risks of AI in HR and Recruitment Read More »
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
Navigating AI in HR: Balancing Innovation, Compliance, and Accountability Read More »
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.
The Use of AI by Job Candidates: Employer Recommendations Read More »
