You’ve just been informed that an employee who apparently contracted COVID-19 from an exposure in your workplace brought the virus home, and now his spouse, who is in a high-risk category, has contracted the virus and is in the hospital.
So following our recent post on proposed new regulations it’s not just the EU which is looking askance at the potential risks of artificial intelligence in recruitment. From across the pond comes news that the US Department of Justice has
Many businesses use artificial intelligence (“AI”), algorithms, software, and other forms of technology to make employment-related decisions. Employers now have an array of computer-based tools at their disposal to assist them in hiring employees, monitoring job performance, determining pay or
A basic principle of good employment law, you would think, should be that you can tell an employer when you are caught by it and when you are not. An early fail then for the rules around worker status, in
Back in November last year I wrote a series of posts here on all the whizzy new features offered by our updated international employment law resource, Global Edge 2.0. Since then (I claim only substantial credit for this), the thing
For the last year or so the EU Commission has been working on the world’s first serious attempt to create a regulatory framework around the use of AI, the Artificial Intelligence Act. The Proposal itself runs to over 100 pages
The Office of Federal Contract Compliance Programs (OFCCP) will soon require federal contractors to use a Contractor Portal to register and certify that they have their required Affirmative Action Programs (AAP) in place. The portal launched February 1, 2022. Registration began
At the end of last year the Financial Conduct Authority consulted on increasing diversity and inclusion on company boards and executive management in the financial services sector, and on the back of the responses received, has yesterday published its “
Each year, all private employers that are covered by Title VII of the Civil Rights Act of 1964 and that have 100 or more employees must file EEO-1 Component 1 data, which consists of demographic information – such as race,
Every so often there comes along a case which is not madly interesting on its own facts (stay with me here) but which still serves as a useful future touchstone on a particular issue.
If your particular interest is constructive