On May 12, 2022, the U.S. Equal Employment Opportunity Commission (EEOC) issued a “Technical Assistance” document addressing compliance with ADA requirements and agency policy when using AI and other software to hire and assess employees.
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.
Two noteworthy developments have occurred since the California Fair Employment & Housing Council released draft revisions to the state’s employment non-discrimination laws that relate to the nascent law surrounding the use of AI in employment.
Draft regulations would dramatically expand the liability exposure and obligations of employers and third-party vendors in California that use, sell, or administer employment-screening tools or services that use AI in decision-making.
New York City marked the end of 2021 by enacting a law that will make it challenging, if not infeasible, to use a broad swath of algorithmic, computerized tools to review, select, rank or eliminate candidates for employment or promotion.
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.
Over a year and a half since the pandemic first started to take its toll on the health and welfare of individuals and the economy, the country is still reeling and struggling to recover.
A primary goal of this Report is to highlight the myriad and overlapping labor and employment issues that arise as the workplace transforms, and the imperative that successful solutions will require significant cross-disciplinary collaboration.
This podcast covers key safety considerations as employers rapidly adopt automated technologies to aid their workforces in response to the current pandemic.
