Compliance Stuff

  California Governor Gavin Newsom late Monday vetoed the much-watched “No Robo Bosses Act” (SB 7), a measure that would have placed strict limits on how employers use AI in discipline, termination, and scheduling decisions. While the Governor acknowledged the growing risks of automated workplace tools, he concluded the bill was overbroad, duplicative of existing regulation, and potentially harmful to California businesses . This move will have an impact on employers not only in the Golden State but across the country as regulators from coast to coast struggle with how – and whether – to regulate artificial intelligence in the workplace . Here’s a review of the veto and what it means for employers. NOTE: Our next AI Forum webinar will cover the state of AI regulation in California. Join our California insider for this interactive conversation on Wednesday, October 15.  Register here . The No Robo Bosses Act in a Nutshell SB 7, dubbed the “No Robo Bosses Act,” would have made ...

Virginia Governor Glenn Youngkin has vetoed  House Bill (HB) No. 2094 , a bill that would have created a new regulatory framework for businesses that develop or use “high-risk” artificial intelligence (AI) systems in the Commonwealth. The High-Risk Artificial Intelligence Developer and Deployer Act (HB 2094) had passed the state legislature and was poised to make Virginia the second state, after Colorado, with a comprehensive AI governance law. Although the governor’s veto likely halts this effort in Virginia, at least for now, HB 2094 represents a growing trend of state regulation of AI systems nationwide. For more information on the background of HB 2094’s requirements, please see our  prior article  on this topic. Quick Hits Virginia Governor Glenn Youngkin vetoed HB 2094, the High-Risk Artificial Intelligence Developer and Deployer Act, citing concerns that its stringent requirements would stifle innovation and economic growth, particularly for startups and small busi...

The Governor of Main, Janet Mills, vetoed the legislation (Bill LD 1496 that would have restricted the context in which employers in the state of Maine could use and enforce Non-Compete Agreements.   Under the current law, Maine employers may use non-competition agreements to protect trade secrets, confidential information (which does not qualify as a trade secret), and employer goodwill. Employers must disclose the agreements before an offer of employment and give employees at least three business days before requiring that an agreement be signed. Additionally, employees making at or below 400 percent of the federal poverty level (currently, $60,240 a year) cannot enter into non-competition agreements. Civil penalties accompany violations of income level and disclosure requirements. The amendments of 2023 added a prohibition on non-competition agreements for veterinarians unless the veterinarian has an ownership interest in the facility. If it became law, LD 1496 would have left m...