With no federal plan in place to guide AI regulation or oversight, states have begun tackling the matter by drawing from the European Union’s (EU) regulatory framework, which establishes a risk-based approach for regulating AI systems and activities. In May, Governor Jared Polis signed the Colorado AI Act, which places new requirements on AI systems. The new law, which takes effect in 2026, impacts AI developers and deployers – including businesses and employers that require
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Artificial intelligence (AI) is transforming industries at an unprecedented rate, raising concerns about its potential to replace many human jobs within the next five years. According to the U.S. Department of Labor (DOL), the speed of integration of AI into the workplace could pose significant risks, including job displacement in every industry and profession. Workers whose roles are heavily based on repetitive and diagnostic tasks are at high risk of displacement by AI systems, as well
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A new bill in the U.S. Senate would end Section 230 protections for legal claims based on generative artificial intelligence (AI). The bipartisan bill, introduced by Senators Josh Hawley (R-Mo.) and Richard Blumenthal (D-Conn.) and titled “No Section 230 Immunity for AI Act,” would allow individuals targeted by “deepfakes” and other generative AI content to sue the creators, publishers and web sites hosting the content. Under Section 230, web site owners and internet companies are
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In an era of technological advancements, job seekers are constantly seeking new ways to stand out in the competitive job market. Artificial Intelligence (AI) has emerged as a game-changer, empowering job seekers to gain a significant edge in securing their dream job. From resume optimization to interview preparation and personalized job recommendations, AI is quickly impacting every aspect of the job search process. With the advanced AI tools available today, employees searching for their next
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The U.S. Equal Employment Opportunity Commission (EEOC) has published a comprehensive technical assistance document to address the growing concern of discrimination against job seekers and workers in relation to the use of automated systems, including those incorporating artificial intelligence, by employers. The EEOC, as the primary federal agency responsible for enforcing Title VII, seeks to ensure that these technologies align with civil rights laws and promote fairness, justice, and equality. The new publication, Assessing Adverse Impact
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The California State Assembly has introduced a new bill to regulate artificial intelligence systems. The proposal, A.B. 331, requires developers of AI systems to mitigate inherent bias within automated decision-making tools (ADTs). The bill seeks to regulate ADTs, which are used to make decisions on any type of eligibility for a benefit or penalty. While these systems have been traditionally used for credit decisions, their usage has expanded to employment screening, insurance eligibility, and health
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New York City will begin enforcing its new law that regulates the use of AI in hiring tools, on July 5, 2023. The city has delayed enforcement of the new law, called Local Law 144, since January, due to confusion over the implementation of bias audits in AI systems that employers use for screening job candidates. The law mandates that employers must inform job candidates beforehand if they use automated hiring systems and conduct a
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A recent decision by the U.S. Copyright Office established that the United States does not recognize copyright protection for images created by AI-driven image generators. The Copyright Office recently granted copyright registration for a comic book, Zarya of the Dawn, after an individual filed an application with the agency. In the application, the individual listed herself as the author and stated that she created the comic book. Shortly after registering the work, however, the Copyright Office
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At a recent hearing, the U.S. Equal Employment Opportunity Commission (EEOC) examined the impact of artificial intelligence (AI) and automated systems on employment decisions. The goal of the hearing was to identify potential concerns of employer use of artificial intelligence in all areas of employment decision making. The EEOC is concerned about the use of AI in employment decisions, as many companies use AI technologies for hiring, promotion, and other similar processes. Such tools include
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