b'Continued from page 21has proposed regulations for automatedshould address any concerns that employees decision-making technologies. And, Newmight have about job displacement becauseYork City has passed a law regulating of AI. This is an opportunity to talk about howautomated employment decision tools.AI tools can help employees manage daily Create an AI policy. tasks leaving them more time to focus on the key aspects of their job (i.e., taking care of If using AI, consider establishing acustomers and/or employees). Have a defined cross-functional team to create an AI process in place for communicating with Key Employment Laws Every Companypolicy. This could ensure that use of AI inemployees when and for what purpose AIyour organization complies with data will be used (and not used).with 50+ Employees Must Knowprotection regulations, like General Data Protection Regulation (GDPR) and CaliforniaOne thing is for certain, AI will continue to Consumer Privacy Act (CCPA). The AI teamevolve. Employees will feel more comfortable with AI if they know that changes will be Critical employment laws and regulations come into play once your companys headcount can make sure internal policies address datareaches 50+ employees. Designed to ensure fair treatment and provide essential benefits, security and privacy, and it can regularlycommunicated in advance. This also appliesto applicants, candidates, and contractors.these regulations also impose specific compliance obligations. review existing policies to determine if AI needs to be added and/or updated.Train employees (and contractors)Family and Medical Leave ActFederal Contractor Requirementson the proper use of AI.(FMLA)For employers with federal contracts,Remember, AI is a tool. The Family and Medical Leave Act (FMLA)additional regulations apply once youEmployees need to receivemandates that eligible employers provide reach 50 employees. These include:You should address training on the proper useup to 12 weeks of unpaid, job-protected Affirmative Action Plans (AAPs):any concerns that of AI tools. Not just theleave for certain family and medical reasons. technical aspects like howEmployers with 50 or more employees employees might haveThis law applies to public agencies, public and $50,000 in government contracts about job displacementto phrase a prompt but theand private elementary and secondarymust have an AAP to ensure equal ethical implications of using schools, and businesses with 50 or morebecause of AI. AI as well as privacy andemployees. An employer must maintain employment opportunities for women, security. Employees shoulda workforce of at least 50 employees for minorities, people with disabilitiesalso understand the parameters20 or more calendar work weeks in the and veterans.of how to review AIs work and whencurrent or preceding year to be subject EEO-1 Reporting: Federal contractors to question AI results. Existingtrainingto this regulation. with 50 or more employees mustGiven the speed of AI adoption, its programs should be reviewed to see if updatessubmit the EEO-1 Report to the Equal important to be aware of the cost forshould be made to include AI.DepartmentsAffordable Care Act (ACA) Employment Opportunity Commission non-compliance (i.e., fines, legal fees, etc.).that are directly using AI software solutions,The Affordable Care Act (ACA) requires (EEOC), detailing employee demographics Having a cross-functional team to regularlysuch as HR, will want to inquire about technologyemployers with 50 or more full-time or by job category and by race, ethnicity, review AI policies and procedures will vendor training which provides a deeper viewfull-time equivalent (FTE) employees and gender.keep your organization in compliance of how AI is featured in their solution.to offer affordable health insurance.and hopefully reduce any liabilities. Full-time is defined as 30 hours per State and Local RequirementsIntegrating AI into your organization isntState and local laws may impose additional Communicate expectations!simply a nice to have. Its a competitive week or 130 hours per month. TheOne of the consistent themes in current AIadvantage. But to fully realize that competitiveACA aims to make health insurance requirements on businesses with 50 orguidance and legislation is for organizationsadvantage, you need to have a plan and more accessible and affordable, and more employees. These can includeto be transparent about the use of AI. Youcommunicate that plan to your workforce.employers who fail to provide adequate specific leave laws, such as parental,coverage may face penalties. sick or bereavement leave.22 Your Trusted Partner for Labor Law Compliance PosterGuardPlus.com 23'