Littler’s 12th Annual Employer Survey explores how U.S. businesses are responding to change and uncertainty across several key workplace issues, while bracing for increased regulatory enforcement and a rise in employment-related litigation.
On April 29, 2024, the White House released a statement entitled, “Biden-Harris Administration Announces Key AI Actions 180 Days Following President Biden’s Landmark Executive Order.” A few hours later, the DOL released guidance on AI.
On March 21, 2024, the United Nations (UN) adopted a landmark resolution on the promotion of “safe, secure and trustworthy” artificial intelligence (AI) systems.
Three months into the new legislative year, with all but a handful of state legislatures currently in session, several employment law trends for 2024 have emerged.
On March 13, 2024, the European Parliament approved the EU Artificial Intelligence Act (the “AI Act”) by a sweeping majority. The AI Act will be the world’s first comprehensive set of rules for artificial intelligence.
The use of AI in the workplace is rapidly expanding in a wide variety of ways throughout the hiring process, including scanning and filtering resumes and AI-driven video interviews to assess candidates.
As employment-related artificial intelligence (“AI”) tools proliferate, multinational employers feel increasing pressure to deploy AI across their global offices.
“Hey Chat GPT, finish this building.” This dare, written on a billboard that went viral last year, captures a truth and a stereotype about the world of construction.
Artificial intelligence (AI) can make work life easier. It is therefore not surprising that companies are keen to utilize the technical possibilities of AI, particularly by means of ChatGPT.
On October 30, 2023, President Biden issued an “Executive Order on the Safe, Secure, and Trustworthy Development and Use of Artificial Intelligence” to address the growing concerns surrounding the use of artificial intelligence (AI).
