Articles: AI and Automated Hiring HR Compliance Issues

Our blog covers the latest emerging compliance requirements for Artificial Intelligence (AI) and automation used in hiring processes.
AI compliance is worthwhile because it helps companies mitigate risks associated with using AI technology, such as privacy violations, discrimination, bias, and other legal and ethical infringements. It also helps build conviction with stakeholders and buyers by demonstrating a commitment to the responsible and transparent use of AI.

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HR Brew: Colorado’s New AI Law

HR Brew: Colorado’s New AI Law

We were pleased to be featured by HR Brew in their article on Colorado's new comprehensive AI Law. The Colorado law is an actual Big Deal in the world of AI regulation. Here is a very quick set of takeaways: Colorado mimics the EU's risk classification framework....

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New York State’s S07623 –A New Wrinkle in AI Regulation

My general rule is to not get too excited about state regulations that are proposed and have yet to go through committee or a vote. Additionally, even when laws pass, they generally have a long timeline to go into effect (e.g. New York Local Law 144 passed in 2021 and...

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Interview with Attorney Rob Szyba

https://www.youtube.com/watch?v=phk-_Ypy1mI Proceptual Interview: Attorney Rob Szyba We at Proceptual had the pleasure of discussing AI and employment law with attorney Rob Szyba of law firm Seyfarth Shaw. Rob has extensive experience in employment law and has...

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NYC Local Law 144 Is In Effect — Now What?

After being pushed back twice, New York City's AI anti-bias law for hiring is now in effect. What has felt very theoretical is now reality -- tens of thousands of businesses with offices in NYC will now be subject to annual bias auditing, or face fines of up to $3,000...

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NYC Local Law 144 Employer Roundtable — Quick Takeaways

NYC Local Law 144 Employer Roundtable — Quick Takeaways

Note: this post will be a bit more "in the weeds" than most of our other content. These answers come from our notes made on verbal replies to questions -- as we get more "official" written guidance, we will update this post. On May 22, NYC Department of Consumer and...

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EEOC Confirms: Yes, Law Still Applies

EEOC Confirms: Yes, Law Still Applies

EEOC Last week, the EEOC released an incredibly unsurprising document: Select Issues: Assessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures Under Title VII of the Civil Rights Act of 1964 This document...

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Legal and Compliance Considerations of HR AI Tools

Legal and Compliance Considerations of HR AI Tools

Last week we got the chance to sit down with attorney Mark Girouard of law firm Nilan Johnson Lewis. Mark has 20+ years of experience focused on legal aspects of pre-hire assessments, and he is a thought leader on how AI will change the landscape. We...

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California Automated Decision Tools bill – Overview

California Automated Decision Tools bill – Overview

California AB-331 will regulate the data collected and processed by automated decision tools for a broad array of contexts It requires businesses to conduct impact assessments, which are aimed at reducing bias against a list of named groups The proposed regulations...

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Final Rule Released for NYC Local Law 144 – Full Review

Final Rule Released for NYC Local Law 144 – Full Review

The NYC Department of Consumer and Worker Protection has released its "Final Rule" for NYC Local Law 144.  Just tell me what I need to know!  This post will dive into the changes made to the law; the detail may be of interest to compliance and legal...

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