Artificial Intelligence Compliance Risks for Employers! What Should Employers Do to Avoid this New Compliance Risk?
DateOct 20, 2023
Time13:00 PM EST
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).
intelligence (AI) is rapidly transforming the way many business functions
operate, and HR departments aren’t immune. AI is being used to automate tasks,
improve decision-making, and provide personalized experiences for employees;
however, as with any new technology, there are compliance issues that need to
be addressed when using AI in HR. And we all know the HR department is
certainly no stranger to compliance.
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 U.S. Equal Employment Opportunity Commission
(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.
front-line HR managers and procurement folks who routinely source AI hiring
tools do not understand the risks. Second, AI vendors will not usually disclose
their testing methods and will demand companies provide contractual
indemnification and bear all risk for the alleged adverse impact of the
The EEOC puts the
burden of compliance squarely on employers. "If 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
We are seeing
companies experiment with using AI in the workplace, which often raises
questions like, how can employers use AI? Should hiring managers use AI? What
are the legal parameters around AI in the workplace?
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. While you might not think about this
as artificial intelligence since they have been around for a while, they use
different aspects of AI. These tools also save time and make the job of the
recruiter or hiring manager easier.
What else does AI impact in the workplace?
· Privacy Breaches
· Hiring & Selection
· Violations of the American Disabilities Act (ADA)
· Confidentiality & Data Privacy
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.
· Learn how AI impacts the workplace and what the risks are according to the Equal Employment Opportunity Commission (EEOC) given discrimination allegations.
· Learn 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.
· Learn what court cases are pending that may determine the fate of known Employers.
· Learn what Employers can do to mitigate AI issues and concerns.
· Learn what states already have AI regulations and what the penalties are for violating those regulations.
· Learn what policies Employers should have to avoid non-compliance due to the AI tools they are using.
· Learn how criminal background checks AI tools can violate Ban the Box regulations.
· Learn what safeguards Employers can put in place that will assist in reducing compliance risks.
· Learn how training of managers/supervisors and other professionals should be mandated to attend training to circumvent inadvertent violations due to not being prepared.
Why Should You 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.
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
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.
Benefits For Attending:
This training will provide you with clarity on legal parameters around AI in the workplace and how to comply & avoid court cases. In addition, each training I offer free customized compliance tools for all attendees. Also get:
· SHRM Recertification PDU Credits
· Free customized compliance tools in the form of guides, templates, policies, and toolkits
· Additional HR Compliance Supplemental Slides
· Free answer to all questions even after the training ends
Who Should Attend:
· All Employers
· Business Owners
· Company Leadership
· Compliance professionals
· HR Professionals
· Employers in all industries
· Small Business Owners
· Large Business Owners
Ask your question directly from our expert during the Q&A session following the live event.
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, Non-profit sectors and international compliance. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
1.5 SHRM-CP & 1.5 HRCI Credits