Compliance Stuff

BLOG OVERVIEW: Connecticut’s Artificial Intelligence Responsibility and Transparency Act (CART Act), signed into law on May 27, 2026, is one of the broadest state AI laws to date and imposes new compliance obligations on employers that use automated employment-related decision technology (AEDT) for hiring, promotion, discipline, and other personnel decisions. Employers must tell workers and applicants when they are interacting with AEDT and provide written pre-decision notices, with phased compliance deadlines of October 1, 2026 and October 1, 2027. Connecticut employers should inventory their AI tools, conduct proactive bias audits, and review vendor contracts to confirm developer disclosure obligations before the deadlines take effect. On May 27, 2026, Connecticut Governor Ned Lamont signed the Connecticut Artificial Intelligence Responsibility and Transparency Act, known as the CART Act and Public Act 26-15, into law. This new legislation is one of the broadest laws passed by a...

On March 20, 2026, the White House released its long-awaited policy framework for governing the use and development of artificial intelligence (AI) and automated decision-making technology. While not breaking new ground, the framework outlines the Trump administration’s legislative recommendations to remove burdens on AI development and establish federal preemption of AI governance, though implementation remains uncertain. This move contrasts with the approach many other countries have taken, which is to focus regulations on protecting individual rights and liberties. 0:00 6:19 Quick Hits The Trump administration released an AI policy framework, largely reiterating the administration’s previously stated policy goals to promote AI. In particular, the framework urges Congress to establish preemption of state and local regulations to promote innovation. The likelihood of these policy goals being fully implemented is uncertain at this time. The “ National Policy Framework for Artificial ...

  According to a recent policy statement issued by the Consumer Financial Protection Bureau (the CFPB), employers that purchase or use certain reports generated about current or prospective employees—including those using AI-powered technologies to assess employees’ productivity—are required to comply with various requirements of the Fair Credit Reporting Act (the FCRA), including obtaining consent from employees prior to purchasing such reports and providing notices to employees before taking adverse employment actions based on such reports. What does the CFPB’s policy statement say? On October 24, 2024, the CFPB issued its latest circular ( Circular 2024-06 ). Many employers are familiar with the FCRA’s requirements in the context of employee background checks and credit reports. Circular 2024-06 states that the FCRA also applies to the use of other types of third-party employee reports. S pecifically, Circular 2024-06 describes various types of reports generated and sold by thir...