Gunderson Dettmer and Holistic AI Host the Regulating Artificial Intelligence in Employment: How to Comply and Best Practices Webinar
Gunderson Dettmer and Holistic AI came together as hosts of the Regulating Artificial Intelligence in Employment: How to Comply and Best Practices Webinar. Together, the two companies discussed new regulations of AI in employment and shared compliance strategy insights into the new regulations for employers, start-ups, and conscientious business owners. Gunderson Dettmer partners Natalie Pierce and Anna Westfelt, associate Frida Alim, and of counsel Michael Hui were panel speakers at the webinar event.
Key Takeaways from this event include
- Over the past 10 years, there has been an increase in data collected causing the development of AI and machine learning technologies.
- In NY 83% of employers are currently using some form of automation to screen candidates.
- The FTC has provided compliance advice to help with AI regulation in the workplace.
- Effective January 1, 2023, law 144 will make it unlawful in New York City for an employer or an employment agency to use an automated employment decision tool to screen candidates unless certain requirements are met. Some new requirements are below.
- Employers must give 10 business days’ notice to employees and candidates in New York City the tool will be used.
- An employer must publish a website summary of the audit results.
- Employer needs to complete an independent bias audit of the tool a year prior to the use of the tool.
- Holistic AI helps companies adopt AI with confidence to conduct these bias audits.
- State general AI regulations effective next year:
- Colorado, California, Connecticut, and Virginia passed general-purpose privacy legislation requirements regarding profiling or automated decision-making.
- Federal side of regulating AI.
- October 2022, the AI Bill of Rights is a non-binding blueprint designed to guide, develop, design, and deploy AI to protect Americans.
- The Algorithmic Accountability Act, introduced in 2019 was revised earlier this year. This bill has not been passed by Congress.