Becker LLC 的动态

AI is quickly reshaping staffing firms' practices, offering unprecedented efficiencies and innovations. However, although AI provides staffing firms with tremendous opportunities, AI also brings along some legal challenges. Becker LLC Staffing Team Members David Frankel, CPA, Esq. & Maria Matkou released today their important and timely article "Handbooks as an AI Legal Compliance Tool." This article aims to identify some regulations pertaining to AI and suggest a way to cover them in the handbook and other policies. https://lnkd.in/e3j78arQ #Staffing #AI #Compliance

RChilli Inc., a leading provider of AI-powered recruitment solutions, has successfully completed the compliance audit for New York City's AEDT Law (Local Law 144). This achievement demonstrates RChilli's commitment to developing responsible and unbiased AI technology, aligning with stringent regulations surrounding automated decision-making in hiring processes. 'Achieving compliance with New York City's AEDT Law marks a significant milestone for RChilli. This accomplishment underscores our dedication to providing unbiased, secure, and transparent AI solutions that benefit recruiters and candidates,' said Jitender Thakur, Head of IT Infrastructure & Information Security. The AEDT Law sets rigorous standards to ensure fairness, transparency, and accountability in using automated employment decision tools within hiring. By meeting these requirements, RChilli assures its partners and clients that its AI-powered recruitment solutions adhere to current legal and ethical standards, enabling organizations to implement automated decision-making tools responsibly. RChilli remains focused on continuously advancing its technology to support fair and effective hiring practices, ensuring that AI solutions empower HR teams while promoting diversity and inclusivity. #aedtlaw #responsibleai #hiringpractices

Important AI Update: Key Issues in 2025 for Employers The National Labor Review discusses key current issues in the article Regulating Artificial Intelligence in Employment Decision-Making: What’s on the Horizon for 2025. The article notes the following AI best practices: 1. Assess the regulatory landscape in the state(s) in which you operate to determine what compliance obligations apply to your organization. 2. Assess what artificial intelligence tools (e.g., resume screeners, applicant tracking systems, chatbots, etc.) your organization is utilizing. 3. Communicate with the developers of the AI tools your organization utilizes or intends to implement to develop a plan of action to comply with applicable regulations. 4. Develop an organizational policy on the use of AI in the workplace, establishing parameters for how such tools will be evaluated and approved to mitigate potential algorithmic bias and provide for transparency and data privacy.

??Attention HR professionals! AI in hiring practices requires your attention now more than ever.?? New laws are transforming the landscape, and you need to stay on top of them. Discover how to keep pace with legal changes and protect your company from potential lawsuits. ?????? Our latest blog dives deep into this critical subject, providing comprehensive insights and strategies to navigate these changes with confidence. #AIinHiring #HRTopics #PeopleToolsAI #LegalCompliance #RegulatoryUpdates

#AI is transforming the legal profession, but how can law firms use it to retain top talent? Partnering with the?Association of Legal Administrators (ALA), Sujay Saha explores how AI can alleviate routine tasks, improve job satisfaction, and foster deeper engagement within firms. #LegalManagement #LawFirms

A global outlook on 13 AI laws affecting hiring and recruitment https://ow.ly/2LwV50STPyU Courtesy share via Ward Heinrichs, Esq. https://ow.ly/eEgw50SH77o #WardHeinrichs California | Employment Law

?? The rise of AI is rewriting the rules for hiring and employment. Are you keeping up? Don't be caught off guard! Join us on August 27th at 1pm EST/10am PST for an eye-opening CLE on "AI and Employment Law." This jam-packed session will dive deep into the evolving legal landscape around using AI for: ?? Screening job candidates ?? Hiring decisions ?? Other employment practices As AI capabilities skyrocket, regulators are scrambling to implement guardrails through new laws and guidance. We'll cover key federal, state, and local requirements you need to know. You'll walk away with a game plan to: ? Stay compliant ? Implement best practices ? Monitor legal developments proactively Whether you're an attorney, HR pro, or business leader, this CLE is a must! Failing to understand the risks and rules around AI usage could expose your organization to costly liability. Mark your calendar and grab your spot today. After this session, you'll be ahead of the curve on navigating AI's impact on employment law. See you on August 27th! ??

AI - LABOR LAW ?? Combating algorithmic bias: a new Challenge for businesses! Imagine RoboBank, a company that uses an algorithm to sort applications for key positions. The analysis reveals an overrepresentation of male and Western profiles, suggesting bias in the algorithm. Legal responsibility ??: Is RoboBank responsible for this bias? According to EU law and French legislation, the company could be held accountable, and several legal bases could be mobilized. The Charter of Fundamental Rights of the EU (Article 21) and the French Labor Code (L1132-1) prohibit any discrimination in recruitment. The GDPR (Article 22) limits the use of automated decisions, enhancing protection against biases. The EU's AI Act requires transparency and fairness in AI systems, especially those used for recruitment (ANNEX III, AI Act). In this spirit, the provider must assume responsibility for placing on the market or putting into service a high-risk AI system, regardless of their involvement in its design or development (Point 79 of the AI ACT). ANNEX III of the AI ACT classifies AI systems intended for use in recruiting or selecting individuals, especially for posting targeted job offers, analyzing and filtering applications, and assessing candidates (4 - a of the annex), as high-risk AI systems. These provisions are exclusive of criminal law (225-1 of the Penal Code), which is another source of responsibility, not to mention the risk to reputation so dear to companies that mobilize public savings (e-reputation, CSR impact, etc.). Consequences for RoboBank ??: The firm must prove not only the absence of bias but also its proactive compliance with the AI Act. The challenge for RoboBank will be not only to demonstrate the absence of bias in its algorithm but also to prove that it has taken all the technical and organizational measures to ensure compliance with the AI Act. If it fails, the company's liability could be engaged, and the consequences, both in terms of reputation and financial sanctions, could be significant. The risks are twofold: legal sanctions and damage to reputation. MO AVOCAT ???: Expert in AI law, we help you anticipate and manage these litigation risks by applying AI responsibly in your recruitment processes. #Lawyer #AI #Law #AIAct

2025 is set to change the legal landscape for businesses with ambitious legal trends. The new legislation aims to regulate the use of AI. Read more.

DOL's AI Hiring Framework Provides Employers With Helpful Guidance on How to Decrease the Legal Risks Associated With Using AI in Employment Decisions https://bit.ly/4gsEiQr #ai #hiring #deptoflabor