Generative AI, which is a type of artificial intelligence that can produce or create new content, has already started to impact the workplace in various ways.
Littler’s eleventh annual survey – completed by 515 in-house lawyers, C-suite executives and HR professionals based across the U.S. – offers insights for employers as they look to mitigate risks, seize new opportunities and lay the foundation for the futu
Many studies on human behavior and the effects of stress at work point toward an opportunity to engage employees through two simple concepts: TRUST and CARE.
Employers using algorithmic decision-making tools in their recruiting, hiring, and review of applicants and employees should take careful note of the EEOC’s position as to where these tools may run afoul of the ADA.
Drawing on insights from nearly 700 human resources executives, in-house attorneys, and business leaders, this year’s survey finds employers pulled in different directions related to in-person work and hybrid scheduling.
Littler’s tenth annual survey – completed by nearly 1,300 in-house lawyers, C-suite executives and HR professionals – provides a window into how U.S. employers are managing labor and employment issues and where their principal concerns lie.
The option of working from home or on the road has been part of everyday working life for many employees since the beginning of the pandemic. In the past two years, employers have therefore had no choice but to address this issue.
The EEOC has announced the launch of an initiative aimed at ensuring that the use of artificial intelligence (AI) and other technology-driven tools utilized in hiring and other employment decisions complies with anti-discrimination laws.
