Utilizing artificial intelligence in the workplace offers promises of increased efficiencies, error reduction, improved communication, and lower costs.
Employers, for instance, may be able to use AI-powered chatbots to streamline training, provide accurate 24/7 support, reduce work hours required for administrative tasks, and assist HR professionals in screening job applicants.
But there is peril, too—AI usage can entrench impermissible bias and inequality, lead to job displacement, create need for upskilling, and potentially enable employees to misuse AI tools in ways that inadvertently disclose confidential business or personal information.
In response, federal agencies have issued guidance, and state legislatures have collectively introduced over two hundred bills affecting AI tools. While many of the employment-related bills focus on impermissible discrimination, especially regarding hiring practices, employers should also be mindful that some bills further address privacy and data protection, wage and hour issues, automation, job displacement, upskilling, and data transparency. Many of these efforts overlap between these categories.
Inputs and models may embed assumptions and datasets that disparately impacts certain protected classes or produce biased outcomes in ways that are not easily discernible without specific attention from development through operation.
Reflecting these concerns, in April...
KSLTV.com MILLCREEK — A Utah police agency said ICE agents made false claims about a driver swerving toward them during a traffic stop last week. According to Unified and Murray police, on Jan. 26...