The use of artificial intelligence (AI) in recruitment and employment decisions might be extremely tempting to employers, saving both money and the countless HR hours devoted to the task when it was an all-human operation. Employers may choose to use these tech tools, but there are pitfalls malingering in AI that might run afoul of anti-discrimination laws. This article will warn about a recent example impacting many employers across numerous industries, as well as recent regulatory and legislative efforts to address this issue.

Matthew C. Daly, partner with Golenbock Eiseman Assor Bell and Peskoe

A recent decision from a federal court in California shows that employers need to be careful to avoid potential discriminatory impact if they use AI in employment decisions. The Equal Employment Opportunity Commission (EEOC) and local lawmakers, including New York City government, are also taking steps to ensure that the adoption of this emerging technology is compliant with anti-discrimination laws.

Alexander W. Leonard, partner with Golenbock Eiseman Assor Bell and Peskoe