Compliance Stuff

It started as merely trying out artificial intelligence (AI) tools. Now, more and more employers (and their employees) are relying on AI for their everyday operations, including drafting emails and summaries, screening and ranking applicants, managing employee performance, and answering routine questions. This expanded role has changed AI from a casual acquaintance into a new “co-worker” that can influence employment decisions, outcomes, and experiences. Employers are reviewing AI tools, assessing risks and deciding which tools are authorized in their workplace and for what purpose. Courts and regulators are also reviewing AI tools more closely, focusing on discrimination, transparency, monitoring, and protection of confidential information. AI Is No Longer Just a Tool – It’s a ‘Co-Worker’ As AI becomes embedded in workflows, its role can be difficult for employees to distinguish from the input or output of employees. For example, an employer might not know that some resumes never rea...

As Illinois employers that use AI in employment decisions ready themselves for the new anti-discrimination, notice, and record-keeping requirements starting January 1, the Illinois Department of Human Rights is in the process of drafting the long-anticipated rules for compliance. Indeed, the Illinois Department of Human Rights (IDHR) recently met with stakeholders to propose rules to implement the new law. How will this big change impact your workplace? Here’s what you need to know about the state’s new employment-related AI law, the proposed rule, and the five steps you can take now to prepare. Quick Review of New Illinois AI Obligations Under the new law, employers will need to provide notice to applicants and workers if they use artificial intelligence for hiring, discipline, discharge, or other workplace-related purposes. Employers are also prohibited from using AI in ways that result in workplace discrimination.​ The act includes a broad definition of AI and covers a variety of ...

Federal officials just issued another warning that employers may be at risk of losing federal funding – including grant funding – if their DEI or similar programs violate anti-discrimination laws. Recent guidance from the Department of Justice (DOJ) signals that now is a good time to ensure your programs align with legal standards. The July 29 guidance reminds all federal agencies and recipients of federal funding that programs should not discriminate based on race, color, national origin, sex, religion, or other protected characteristics “no matter the program’s labels, objectives, or intentions.” The DOJ also suggested best practices for creating compliant programs. While these practices are not required, all organizations and HR departments can use the guidance as a roadmap. This is the latest in a string of directives from the Trump administration clarifying how the administration interprets existing federal civil rights laws to apply to diversity, equity, and inclusion prog...

T he U.S. Department of Labor just quietly launched one of the most sweeping deregulatory efforts in recent memory, advancing over 60 proposals that could reshape workplace rules across industries. From overtime and minimum wage exemptions to cuts in affirmative action and workplace safety oversight, the July 1 rollout is being called one of the most ambitious federal red tape rollbacks in recent decades. Here’s what your business needs to know – and what to watch for next. What Just Happened? Without much fanfare, the Department of Labor (DOL)  unveiled a broad set of regulatory rollbacks  in response to President Trump’s executive order calling for federal agencies to rescind 10 regulations for every new one issued. S ecretary of Labor Lori Chavez-DeRemer’s announcement called it “the most ambitious proposal to slash red tape of any department across the federal government.” What’s On The Chopping Block? Key proposals include: Workplace Safety:   Rolling back employer ...