Compliance Stuff

Starting on October 1, 2025, California employers must follow new regulations from the Civil Rights Council (CRC) regarding “automated-decision systems”, or “ADS” — that is, tools that use AI, algorithms, or other computer processes to help make employment decisions. What’s Covered? An ADS is any technology that makes or influences decisions about jobs or benefits — like: Resume screening software Online assessments, puzzles, and tests Interview tools that analyze tone, facial expressions, or word choice Recruiting ads targeted to specific groups Data analytics using applicant or employee information Importantly, basic tools (like spreadsheets or calculators) are not considered ADS if they don’t actually make employment decisions. Why the New Rules Matter The CRC’s position is clear: if an ADS results in discrimination based on race, gender, age, disability, religion, or any other protected characteristic, it’s unlawful under the California Fair Employment and Housing Act. Employers — ...

  On June 22, 2025, Governor Abbott signed the Texas Responsible Artificial Intelligence Governance Act (TRAIGA), which will take effect January 1, 2026. Any business or government agency working with AI in Texas should take note that TRAIGA is not a copy-paste of other states’ laws; rather, it specifically targets intentional misuse of AI, not just “high-risk” AI. Unlike broader “high-risk AI” frameworks emerging in other states, TRAIGA puts intent at the center of its rules, with an emphasis on preventing deliberate misuse . It also makes meaningful changes to Texas’s privacy statutes to address AI-specific issues, particularly around biometric data and transparency obligations. Who Must Comply? Government agencies are explicitly within scope if they use AI to interact with the public. Private sector companies that develop, market, sell, or otherwise provide AI-generated content or AI services to Texas residents, even if the company is based outside the state, if its AI systems ...

The California Civil Rights Council has finally secured approval for its long-awaited regulations regarding employers’ use of artificial intelligence (AI), algorithms, and other automated decision systems. The agency says the regulations will clarify how existing administrative laws apply to the use of emerging technology to make employment decisions . The approval comes after years of consideration for new AI regulations, making California one of the first to adopt comprehensive AI regulations concerning employers. Quick Hits The California Civil Rights Council has received final approval for comprehensive regulations governing the use of AI and “automated-decision systems” in employment, aimed at preventing discrimination. These regulations clarify that employers must not use “automated-decision systems” that discriminate against applicants or employees based on protected characteristics under California antidiscrimination laws . California joins other states in implementing AI regul...

  Because the use of AI in the workplace can present serious risks to an organization, particularly involving security, intellectual property, confidentiality, and labor and employment legal risks, employers should consider adopting an AI policy to ensure that their use of AI is responsible, ethical, and legally compliant. AI policies can help employers comply with regulations, reduce liabilities, and manage AI risks. Regular audits, employee training, and policy updates help ensure that AI is used in a responsible and legally compliant manner, especially because of the rapidly evolving legal landscape. In recent years, many organizations have implemented new policies on artificial intelligence (AI) use to help prevent bias, plagiarism, or use of AI tools that produce inaccurate or misleading information. Meanwhile, many courts and state bars across the country have introduced AI usage policies to ensure that AI is properly used in the practice of law, including policies requirin...