Compliance Stuff

Artificial intelligence is increasingly being used by employers to support employee performance management . While AI has the potential to improve talent matching and expand opportunities for growth, it raises significant legal and compliance considerations that employers must take into account before deploying. This Insight will provide an overview of the ways in which you can use AI for performance management, summarize the inherent risks, and provide a list of steps you can take to address that risk. How AI Performance Management Can Boost Your Workplace Qualified employees frequently self-select out of roles they could succeed in because they are scared away by the overly long and all-encompassing job descriptions listing excessive qualifications they don’t believe they can meet. Still others pursue positions misaligned with their actual capabilities, creating frustration for employer and employee alike. AI-driven skills analysis offers a different approach. Instead of focusing on...

  California lawmakers introduced two bills yesterday that would significantly restrict how employers use artificial intelligence to make employment decisions. The coordinated effort by the California Labor Federation targets AI-driven job losses with a two-pronged approach: requiring human oversight when AI is used to fire or discipline workers, and mandating extended advance notice before conducting mass layoffs driven by automation. If enacted, the measures would impose some of the strictest AI employment regulations in the nation. Here’s what California employers (and multistate employers watching the trend) need to know about these February 2 proposals. SB 947: The “No Robo Bosses” Act Returns State Senator Jerry McNerney’s  SB 947  is a revised version of legislation Governor Gavin Newsom vetoed last year.  We covered the original proposal  and  the governor’s veto  in detail in 2025. The core provision remains: employers would be prohibited from...

Seyfarth Synopsis : On Thursday, June 5, 2025, OSHA Nominee David Keeling testified that he plans to adopt a more cooperative, proactive approach and pursue a new workplace violence regulation. As we  previously blogged , on February 11, 2025, President Trump nominated David Keeling as Assistant Secretary of Labor for OSHA, pending Senate confirmation. In the first Trump Administration, the OSHA nominee was never put to a Senate confirmation vote and the position was left vacant.  Mr. Keeling has extensive experience in occupational safety from his tenure at two major logistics companies.  If confirmed in the position, we expected Mr. Keeling to adopt pro-employer positions and modernize workplace safety standards and regulations . The Senate has begun to assess Mr. Keeling’s nomination.  On June 5, 2025, Mr. Keeling testified before the Senate Health, Education, Labor and Pensions Committee, outlining his vision for workplace safety. 1. Modernization of Injury...