Compliance Stuff

Takeaways Colorado’s new law replaces its 2024 AI statute, shifting from system-level compliance requirements to decision-by-decision accountability for employers. Employers must provide post-decision transparency, including notice, access to the data used, and an opportunity for correction and human review. The change moves risk downstream, requiring employers to consistently explain and defend individual AI-assisted decisions, rather than rely on upfront system compliance. Employers should evaluate their AI tools under this framework, including whether to conduct a privileged review of their AI tools, such as a bias audit or validation study. Related links Colorado SB26-189 (Automated Decision-Making Technology) Colorado Enacts Artificial Intelligence Legislation Affecting AI Systems Developers, Deployers Article On May 1, 2026, Colorado lawmakers introduced a bill that would repeal and replace the state’s 2024 artificial intelligence (AI) statute weeks before its June 30, 2026, eff...

A recent Gallup poll shows that only  31% of employees  feel actively engaged at work, with the majority of workers voicing concerns about whether their supervisor cares about them as a person, their lack of opportunity to learn and grow, and not understanding their company’s mission or purpose. Could AI technology hold the key to revival? This Insight will outline some of the ways that AI could assist your organization in connecting with your workforce, point out the risks, and then provide a playbook for how AI can aid in your employee engagement and retention efforts. AI Offers a Predictive Analytics Solution By using AI to leverage data analytics, employers can proactively identify the factors that contribute to resignations and quiet-quitting and implement strategies to retain talent. Some commonly analyzed factors include: Pay increases:  Analytics can show whether employees who receive regular pay increases are less likely to resign compared to stagnant compensatio...

Baker Botts and ACC Houston hosted a half-day seminar on January 29, 2026 that featured timely discussions on AI, employment law, and what’s ahead for the workplace. Partners Rich Harper, Paul Morico and Scott Nelson and Latasha McDade, Senior Counsel at Exxon Mobil Corporation, Tenley Krueger, Vice President, Global Intellectual Property at Technip Energies and Courtney Flores, Managing Compliance Counsel at Motiva Enterprises participated in a session titled “Where AI, Employees, and the Law Intersect.” Key Takeaways   AI use in employment has shifted from experimentation to accountability.   Employers of all sizes are using AI to inform hiring, pay, promotion, discipline, and workforce reductions. The central legal question is no longer focused on a manager’s intent. The focus is now on how AI tools are trained, governed, documented, and reviewed. Weak documentation, limited human involvement, or overreliance on vendor tools increases risk even where no discrimin...