VentureBeat featured the Insight, “New York City Regulates Workplace Artificial Intelligence Recruitment and Selection Tools,” authored by Adam S. Forman, Nathaniel M. Glasser, Alison E. Gabay, and Kamil Gajda, attorneys in the Employment, Labor & Workforce Management practice, in the article, “5 Ways to Address Regulations Around AI-Enabled Hiring and Employment.”

Following is an excerpt:

In November, the New York City Council passed the first bill in the U.S. to broadly address the use of AI in hiring and employment. It would require hiring vendors to conduct annual bias audits of the use of artificial intelligence (AI) in the city’s processes and tools. 

But that was just the beginning for proposed regulations on the use of employment AI tools. The European Commission recently drafted proposals that would protect gig workers from AI-enabled monitoring. And this past April, California introduced The Workplace Technology Accountability Act, or Assembly Bill 1651, which proposes employees be notified prior to the collection of data and use of monitoring tools and deployment of algorithms, with the right to review and correct collected data. It would limit the use of monitoring technologies to job-related use cases and valid business practices and require employers to conduct impact assessments on the use of algorithms and data collection.

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