Use of AI In Employment Decisions: Legal Concerns in Hiring, Performance Management, and Termination

A live 90-minute CLE video webinar with interactive Q&A


Wednesday, December 15, 2021

1:00pm-2:30pm EST, 10:00am-11:30am PST

Early Registration Discount Deadline, Friday, November 19, 2021

or call 1-800-926-7926

This CLE webinar will guide employment counsel on the use of artificial intelligence (AI) to manage many facets of the employment lifecycle, including hiring, performance management, and termination decisions. The panel will discuss the use of automated technology to screen resumes, analyze video interviews, suggest (or outright select) which candidates to hire, track employee productivity, issue written discipline, or recommend termination of employment. The panel will address the algorithms and their inherent biases underlying past employment practices or social conventions embedded in their code through the data sets they rely upon.

Description

Employers are looking for increased efficiency in their hiring process and examining the possibility of quick, measurable results using AI to help screen applicants. Employers use AI-related data to prescreen resumes and applications, evaluate video-recorded interviews, create work simulations and chatbots, and mine social media to determine applicants' digital footprint. The critical legal question is whether employers use these tools to make decisions about applicants and employees and what impact these tools may have.

Courts and agencies will evaluate AI technology under the foundational equal employment opportunity laws, including Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, and equivalent state laws. Enforcement agencies and plaintiffs' attorneys will strive to fit these innovative tools under the existing framework. Employers will have to safeguard against discrimination claims that flow from the use of AI.

Enforcement agencies will evaluate AI tools the same way as any other selection procedure, looking at overall applicant-to-hire for adverse impact and then drilling down into a company's selection procedures. Policymakers and regulators are also concerned about the growing array of new sourcing and recruiting platforms powered by AI and machine learning, as well as algorithm-heavy screening and interview software that analyzes and ranks job applicants.

Illinois currently has a law that regulates this new area of HR technology. The Artificial Intelligence Video Interview Act regulates how employers can use AI to analyze video interviews. A New York City Council bill would require employers to inform job applicants if and how they are using AI technology in hiring decisions. Other cities and states and the federal government have introduced initiatives to study bias in algorithms and the impact of AI on employment decisions. It has been reported that the EEOC is conducting at least two investigations of cases involving alleged algorithmic bias and an EEOC Commissioner stated in September 2021 that the EEOC has begun monitoring employers’ use of this technology in the workplace to ensure compliance with anti-discrimination laws.

Listen as our expert panel guides employment counsel on using AI to manage many facets of the employment lifecycle, including hiring, performance management, and termination decisions.

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Outline

  1. Common uses of AI in employment and human resources
    1. Hiring
    2. Employee management
    3. Termination
  2. Legal issues
    1. Implicit bias
    2. Disparate or unexpected outcomes
    3. Decisions solely by AI
  3. State restrictions
    1. Illinois
    2. NYC
    3. Other
  4. European Union restrictions

Benefits

The panel will review these and other key issues:

  • How can employers reduce the risk of liability associated with the use of AI that addresses an algorithm's bias?
  • What can employers do to counteract AI that results in unexpected and unwanted outcomes?
  • What restrictions on the use of AI has the Illinois law implemented? What are the restrictions in the proposed NYC law?
  • What are best practices for using AI in hiring, firing, and employee management?

Faculty

Forman, Adam
Adam S. Forman

Member
Epstein Becker Green

Mr. Forman is a frequent writer and national lecturer on issues related to technology in the workplace, such as social...  |  Read More

Lamm, Emily
Emily M. Lamm

Attorney
Gibson Dunn & Crutcher

Ms. Lamm is a member of the firm’s Litigation Department. Her practice focuses on labor and employment and class...  |  Read More

Okeefe, Joseph
Joseph C. O'Keefe

Partner
Proskauer

Mr. O'Keefe is an experienced trial lawyer who, for nearly 30 years, has litigated employment disputes of all types...  |  Read More

Attend on December 15

Early Discount (through 11/19/21)

Cannot Attend December 15?

Early Discount (through 11/19/21)

You may pre-order a recording to listen at your convenience. Recordings are available 48 hours after the webinar. Strafford will process CLE credit for one person on each recording. All formats include course handouts.

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