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.
How Should HR and Compliance Leaders Think About ALLLLLLL the Emerging AI Regulation?
Well, it's really happened -- 2023 is the year of the proposed AI regulation in hiring and HR. That "proposed" is a big qualifier; right now, only New York Local Law 144 specifically regulates the use of AI and automated hiring tech. But we have seen a ton of proposed...
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...
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...
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...
“But We Don’t Use AI”: Understanding What HR Tools Are (Or Will Be) Regulated
After having hundreds of discussions with HR leaders on the emerging regulations of hiring tools, there has been one common misconception that is helpful to discuss: many HR leaders have told us that they simply don't use AI in their systems. Unfortunately, upcoming...
AI Tools, Title VII, and the ADA — With Attorney Anthony May
We were fortunate to be joined by Anthony J. May, attorney at Brown, Goldstein & Levy. Anthony shared some critical perspective that #hr leaders need to hear. 1. Despite all the attention being paid to new regulation of AI tools like NYC Local...
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...
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...
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...
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...
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...
What is NYC AI Hiring Local Law 144?
NYC Local Law July 5th, 2023, and aims to detect bias in hiring and employment decisions from automated employment decision tools (AEDTs) Companies who use AEDTs covered under the law will need to perform independent audits on those tools and post the results to a...
GPT-4 – What HR professionals should know
Artificial intelligence can be applied in almost any area of HR, and new tools will enhance what can already be done Generative AI tools, which generate text- or image-based outputs from text inputs, are already evolving into their next iterations Examples of current...