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.
казино с бонусом за регистрацию без депозита
Бесплатные бонусы даются для того, чтобы увеличить количество клиентов в казино. Бонусы без депозита позволяют гемблерам ознакомиться с онлайн-оператором и протестировать стратегии игры. Любой бездепозитный бонус 2025 увеличивает шансы на выигрыш, делает процесс игры...
Podcast – AI Tools are Not as Fool Proof as You Think, with Let’s Talk HR
Proceptual's John Rood is on the latest episode of the Let's Talk HR Podcast! Check it out at Let’s Talk HR – Humanizing the Conversation Apple Podcast - Google Podcast - Podbean App - Spotify - Amazon...
“But We Don’t Use AI”: Examples of Automated Employment Decision Tools (AEDT) for NYC Local Law 144
NYC Local Law 144, which requires independent audits for "automated employment decision tools (AEDT)", begins enforcement July 5th, 2023 In this law, an AEDT is any employment tool leveraging computational processes to "substantially assist or replace" discretionary...
NIST AI Risk Management Framework- Ai Bias Audit Tool for HR Professionals
The National Institute of Standards and Technology (NIST) is a Federal agency that provides technology, measurement, and standards that are used in everything from power grids to computer chips The framework they provided is relatively simple in terms of direction,...
Automated Employment Tool Legislation Radar – 02/10/2023
Below, we listed some of the new and emerging regulations for automated employment tools. We also included a handy infographic at the end! Contact us for more info. ...
Penalties for NYC Local Law 144
Up to $1,500 per day, per non-audited tool, and up to an additional $1500 per day for failure to provide notice to candidates or employees Since the bias audits need to be publicly shared, it will be relatively easy to see if an employer is in compliance There are...
Notes from the Colorado Privacy Act third rulemaking session
The Colorado Privacy Act is scheduled to go into effect July 1st, 2023, and the attorney general’s office indicated final rules would be issued soon Companies that handle sensitive information, including during all phases of the employment process, must conduct and...
Notes from the EEOC’s “Navigating Employment Discrimination in AI and Automated Systems: A New Civil Rights Frontier” meeting
The Federal Equal Opportunity Employment Commission has identified bias in automated hiring systems as one of its top 3 priorities for 2023. Yesterday, it held a 5-hour public testimony, advancing the regulatory process Independent, third party audits are a core...
Webinar Signup — Issues and Regulations in Automated Hiring Tools for 2023
Join the Proceptual team for an introduction to the 2023 compliance environment for automated tools in hiring and people management. Feb 7, 2023 11:00 AM Central Time We will cover: A brief introduction to the important considerations of fairness and transparency in...
NYC Local Law 144 – Law text and Draft rules text
Please note that the below is the actual text pulled from these documents, and any missing images or tables that have been omitted are marked with a link. The enforcement date has been set for July 5th, 2023 as of April 6th, 2023. Please find the...
Virginia and Colorado Privacy Act 2021– Employment data exclusion in focus
Virginia and Colorado have passed similar privacy laws around data automation, and they both include exemptions for employee/employer data There are other laws and regulations that may emerge to cover these exclusions There is ambiguity in how these laws exclude...
Quick Takeaways from the DCWP Rules Hearing on AEDTs – NYC Local Law 144
NYC’s Local Law 144, which requires NYC employers to perform third party, independent bias audits on automated employment decision tools (AEDT) that meet certain criteria, has been in effect since 01/01/2023, but the final rules are still being constructed. Today’s...
NYC Local Law 144- Brief Overview
In our previous post, we shared a comprehensive look at NYC Local Law 144 (NYC LL 144). In this post we will cover everything you need to know as succinctly as possible. What is NYC LL 144? Passed in December 2021, NYC LL 144 aims to eliminate bias in the use of...