The following article first appeared on Robinson+Cole’s Manufacturing Law Blog. It is reposted here with permission.
The use of artificial intelligence continues to quickly spread across the manufacturing industry, and employers are tasked with understanding and managing the impact and capabilities of this burgeoning technology.
While manufacturers are using AI tools to streamline manufacturing processes, enhance productivity, improve health and safety, and create a more engaged and thriving workforce focused on high-value tasks, ChatGPT and other AI large language models are beginning to infiltrate other departments in the workplace, including employee communications with Human Resources, creating new challenges.
Similar to how WebMD is often used to address and self-diagnose health issues, employees may now be turning to ChatGPT and other LLMs as advocates to advance their workplace issues.
HR professionals tasked with resolving critical workforce management issues, such as administering employee leaves of absence, collecting and maintaining employee personnel information, and ensuring compliance with wage and hour laws, should be aware and remain vigilant that employees may be utilizing ChatGPT or other LLMs to communicate with HR on their behalf.
HR professionals should carefully consider how to engage with those employees who may be using AI tools to communicate with them about legal issues with which they are unfamiliar, or even to assert legal claims.
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