In the absence of federal regulation, several states have either passed or are considering legislation aimed at mitigating the risk of an employer’s use of an AI system resulting in algorithmic discrimination.
The EEOC has issued a new fact sheet, “Wearables in the Workplace: Using Wearable Technologies Under Federal Employment Discrimination Laws,” which provides “pointers” to employers that utilize wearable technologies in their workforce.
California’s legislature covered a wide array of labor and employment law topics in the 2024 legislative session. This Insight includes highlights of some of the new laws affecting employers doing business in the Golden State.
Earlier this year, the European Parliament approved the EU Artificial Intelligence Act, the world’s first comprehensive set of rules for artificial intelligence. The ban on AI systems that pose an unacceptable risk comes into force on February 2, 2025.
On November 22, 2024, the California Privacy Protection Agency (CPPA) formally proposed new regulations implementing the California Consumer Privacy Act (CCPA).
The second Trump administration will have significant influence on issues related to AI from January 2025 to January 2029, a critical time for the rapidly evolving AI regulatory environment.
On October 24, 2024, the federal Consumer Financial Protection Bureau (CFPB) published a circular cautioning employers about using workplace tracking technology, including AI, under the Fair Credit Reporting Act (FCRA).
As artificial intelligence (AI) continues to transform the workplace, lawmakers and agencies are grappling with how to regulate its use in employment settings, from hiring practices to employee monitoring.
