A federal judge recently held that researchers who violate a website’s terms of service by creating fake online accounts in order to study algorithmic bias in artificial intelligence software do not violate the Computer Fraud and Abuse Act (“CFAA”) (decision available here).

Brief Background

The decision resulted from a lawsuit filed by the American Civil Liberties Union (“ACLU”) against the Department of Justice (“DOJ”) on behalf of researchers and a nonprofit journalism group.  Several of the researchers had created fake employer and employee accounts in order to study the algorithms used by various websites (such as LinkedIn). The researchers were particularly interested in determining whether the algorithms discriminated against applicants on the basis of protected characteristics, such as sex, age, or race.

Realizing that the use of fake accounts violated the terms of service of many of the websites, the ACLU filed suit on behalf of the plaintiffs in order to seek a declaration that their conduct did not violate the CFAA’s “Access Provision,” which criminalizes the “intentiona[l] access [of] a computer without authorization or exceeding authorized access, and thereby obtaining . . . information from any protected computer.” 18 U.S.C. § 1030(a)(2)(C).  The suit contended that the Access Provision unconstitutionally restricted the researchers’ First Amendment right to free speech “by criminalizing their research plans and journalistic activities that involve violating websites’ terms of service.”

After determining that plaintiffs had standing, the Court adopted a narrow interpretation of the “exceeds authorized access” language of the CFAA.  Although the Court held that the conduct in question could expose a party to civil liability under other federal and state laws (e.g., lawsuits by website owners against individual violators to enforce their terms of service), it ultimately found that agreeing to terms of service “is not sufficient to trigger criminal liability under the CFAA.”

Finding that the conduct in question was not criminal in the first instance, the Court did not weigh in on the First Amendment concerns raised by plaintiffs.

Takeaways

While the Court’s decision permits researchers to create fake accounts to study algorithmic bias without concern of criminal liability under the CFAA, it does not absolve individuals of liability arising under other federal and state laws (let alone attorney ethics rules), or shield them from suits by website owners.

This decision further underscores the need for employers to continue to heed caution and consult counsel before unleashing “AI” software in their workplace as individuals and organizations actively seek to covertly assess possible algorithmic bias in AI platforms.

Photo of Joseph O’Keefe Joseph O’Keefe

Joseph C. O’Keefe is a partner in the Labor & Employment Law Department and Co-Head of the Restrictive Covenants, Trade Secrets & Unfair Competition Group.

Joe is an experienced trial lawyer who, for more than 30 years, has litigated employment disputes of all…

Joseph C. O’Keefe is a partner in the Labor & Employment Law Department and Co-Head of the Restrictive Covenants, Trade Secrets & Unfair Competition Group.

Joe is an experienced trial lawyer who, for more than 30 years, has litigated employment disputes of all types on behalf of employers, before federal and state courts, arbitral tribunals (e.g. FINRA and AAA), and state and federal administrative agencies throughout the U.S. Joe has litigated employment-related lawsuits alleging breach of non-compete agreements, theft of trade secrets, discrimination, sexual harassment, whistleblowing, wage and hour violations, Title IX violations, breach of contract, defamation, fraud and other business related torts. Joe’s practice includes representing clients in complex class and collective litigation, including alleged violation of state and federal pay equity laws, violations of wage and hour laws and discrimination claims. Joe’s experience includes appellate work in both federal and state courts.

In addition to his extensive litigation practice, Joe regularly advises employers, writes and speaks on a wide range of employment related issues. He counsels clients concerning pay equity, use of Artificial Intelligence in the workplace, management of personnel problems, ADA/FMLA compliance, reductions in force, investigation of employee complaints, state and federal leave laws, wage and hour issues, employment policies and contracts.

Joe represents employers in a variety of industries including financial services, higher education (colleges and universities), pharmaceuticals/medical devices, health care, technology, communications, fashion, consumer products, publishing, media and real estate. He frequently writes articles concerning developments in the law and speaks at seminars concerning legal developments in the labor and employment law field.

Photo of Tony S. Martinez Tony S. Martinez

Tony Seda Martinez is an associate in the Labor & Employment Law Department and a member of the Labor-Management Relations and Employment Litigation practice groups.

Tony advises clients on a range of labor and employment matters. As part of his employment law practice…

Tony Seda Martinez is an associate in the Labor & Employment Law Department and a member of the Labor-Management Relations and Employment Litigation practice groups.

Tony advises clients on a range of labor and employment matters. As part of his employment law practice, Tony has represented clients in lawsuits alleging breach of contract, discrimination, harassment, and retaliation before federal and state courts and administrative agencies. He also assists employers with complex investigations matters and provides day-to-day counseling on employment law matters. Tony focuses his labor practice on representing public and private employers in grievance arbitrations and collective bargaining negotiations. He counsels clients across a number of industries including financial services, health care, sports leagues, transportation, and media.

Tony earned his J.D. from Rutgers Law School in 2018 where he was a member of the Rutgers Law Review. From 2022 to 2023, Tony served as a judicial law clerk to the Honorable José R. Almonte in the District of New Jersey.