An attorney specializing in employment law discusses artificial intelligence and noncompetes.
As health care organizations adopt (AI) tools in human resources, employers must ensure that — even in small practices — comply with federal protections, including the Age Discrimination in Employment Act, which requires specific disclosures when employees over age 40 are affected. Christopher S. Mayer, J.D., an employment law specialist with the firm , explains why physicians and practice leaders cannot blindly rely on AI recommendations for layoffs and must review potential disparate impact across protected categories such as age, race and gender to reduce legal risk.
Medical Economics: This is still very new, but what is exactly the intersection between human resources and employment law and AI? What are some trends that you're seeing? Or what would you predict?
Christopher S. Mayer, J.D.: Well, I mean, certainly any sort of service facing industry or business, they have to carefully address and regulate how their employees use AI, so that a lot of that's going on in terms of adopting policies. But I do think in health care in particular, there's going to be an impact on, as we talked about, folks who do coding, claims, there's, there's going to be a huge impact on that. And that's where I think AI is really going to come into play over time and start to affect it.
But from the HR perspective, what HR people have to be...
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