Description

83% of employers and 99% of Fortune 500 companies use some type of automated tool in their hiring processes, according to the Equal Employment Opportunity Commission (EEOC). EEOC has established a guidance tool to help Employers to manage AI without violating discrimination protections.

Employers can’t rely on a vendor’s assurances that its AI tool complies with Title VII of the Civil Rights Act of 1964. If the tool results in an adverse discriminatory impact, the employer may be held liable, the EEOC clarified in new technical assistance on May 18. The guidance explained the application of Title VII of the Civil Rights Act of 1964 to automated systems that incorporate artificial intelligence in a range of HR-related uses. The EEOC puts the burden of compliance squarely on employers. “[I]f an employer administers a selection procedure, it may be responsible under Title VII if the procedure discriminates on a basis prohibited by Title VII, even if the test was developed by an outside vendor,” the agency states in its technical assistance guidance.

A few key areas concerning AI for HR include recruiting, employee monitoring, and data privacy. Tools like resume scanners, chatbots, video interviewing software, and testing software are often used during the recruiting or hiring process. These tools also save time and make the job of the recruiter or hiring manager easier. States are also reviewing their exposure to AI and as a result, they already have laws in place related to the use of artificial intelligence in the workplace. This will impact Employers in multi-state locations, especially remote employees.

What will You Learn:

• How AI impacts the workplace and what the risks are according to the EEOC given discrimination allegations.
• What the EEOC’s new guidelines are for Employers to avoid risk with the vendor tools they use to identify hiring and other AI software they use to streamline their processes.
• What court cases are pending that may determine the fate of known Employers.
• Why ChatGPT is huge challenge in the workplace and how it can be a big problem for Employers
• What the definitions are for AI and how you should proceed without violating policies
• What the Chatbots are and what is their function
• What Employers can do to mitigate AI issues and concerns.
• What states already have AI regulations and what the penalties are for violating those regulations.
• What policies Employers should have to avoid non-compliance due to the AI tools they are using.
• How criminal background checks AI tools can violate Ban the Box regulations.
• What safeguards Employers can put in place that will assist in reducing compliance risks.

Duration : 90 Minutes

Why You Should Attend:

There have been significant court cases that are pending and litigation is expected to result in many challenges for Employers. Employers need to take these cases seriously as well as federal and state regulations. What else does AI impact in the workplace?

• • Privacy Breaches
  • Transparency
  • Accountability
  • Hiring & Selection
  • Discrimination
  • Violations of the American Disabilities Act (ADA)
  • Confidentiality & Data Privacy

Current cases include Workday Inc., a maker of AI applicant screening software, which is in the middle of a class action lawsuit that alleges its products promote hiring discrimination. The lawsuit, filed in February 2023 alleges that Workday engaged in illegal age, disability, and race discrimination by selling its customers the company’s applicant-screening tools, which use biased AI algorithms. Other pending court cases will reveal the risk that Employers are taking. They need to prepare to include policies to protect the company, consumers, and employees.

Who Should Attend:

• All Employers
• Business Owners
• Company Leadership
• Compliance professionals
• Payroll Administrators
• HR Professionals
• Managers/Supervisors
• Small Business Owners