The parents of several Oxford High School students, including deceased Tate Myre, have filed a lawsuit against shooting suspect Ethan Crumbley, his parents and school staff. The parents of two victims of the Nov. 30, 2021, shooting at Oxford High School in Michigan are demanding more transparency from the Oxford Community School District after the board voted against moving forward with an independent investigation into the tragedy last fall. The Oxford Board of Education on Tuesday announced that the district has, for the second time, declined an offer from Michigan Attorney General Dana Nessel to conduct a third-party investigation into the school shooting with the goal of determining how shooting suspect Ethan Crumbley, 15, managed to kill four students and injure seven others last fall. "To me, this is an admission of guilt," Buck Myre, father of deceased 16-year-old Tate Myre, said during a Thursday press conference. "They know that things didn't go right that day, and they don't want to stand up and fix it. They're going to hide behind governmental immunity and they're going to hide behind insurance and the lawyers. What's this teach the kids? "We just want accountability," he added later when asked why an independent investigation is important to parents. Oakland County Prosecutor Karen McDonald revealed in December 2021 that school officials met with Crumbley and his parents to discuss violent drawings he created just hours before the deadly rampage. The 15-year-old suspect was able to convince them during the meeting that the concerning drawings were for a "video game." His parents "flatly refused" to take their son home. The shooting has also resulted in several lawsuits, including two that seek $100 million in damages each, against the school district and school employees on behalf of the family of two sisters who attend the school. Ethan Robert Crumbley, 15, charged with first-degree murder in a high school shooting, poses in a jail booking photograph taken at the Oakland County Jail in Pontiac, Michigan. Myre and Meghan Gregory, the mother of 15-year-old Keegan Gregory, who survived the shooting but witnessed and was traumatized by Crumbley's rampage, are suing the shooting suspect's parents, James and Jennifer Crumbley, as well as school staff for negligence. JENNIFER CRUMBLEY, ETHAN CRUMBLEY'S MOTHER, SENT OMINOUS TEXTS ON DAY OF SHOOTING: 'HE CAN'T BE LEFT ALONE' "They're the ones that know what happened that day.
Employers have a responsibility to inspect artificial intelligence tools for disability bias and should have plans to provide reasonable accommodations, the Equal Employment Opportunity Commission and Justice Department said in guidance documents. The guidance released Thursday is the first from the federal government on the use of AI hiring tools that focuses on their impact on people with disabilities. The guidance also seeks to inform workers of their right to inquire about a company's use of AI and to request accommodations, the agencies said. "Today we are sounding an alarm regarding the dangers of blind reliance on AI and other technologies that are increasingly used by employers," Assistant Attorney General Kristen Clarke told reporters. The DOJ enforces disability discrimination laws with respect to state and local government employers, while the EEOC enforces such laws in the private sector and federal employers.
Federal agencies are the latest to alert companies to potential bias in AI recruiting tools. As the AP notes, the Justice Department and Equal Employment Opportunity Commission (EEOC) have warned employers that AI hiring and productivity systems can violate the Americans with Disabilities Act. These technologies might discriminate against people with disabilities by unfairly ruling out job candidates, applying incorrect performance monitoring, asking for illegal sensitive info or limiting pay raises and promotions. Accordingly, the government bodies have released documents (DOJ, EEOC) outlining the ADA's requirements and offering help to improve the fairness of workplace AI systems. Businesses should ensure their AI allows for reasonable accommodations.They should also consider how any of their automated tools might affect people with various disabilities.
The Biden administration announced Thursday that employers who use algorithms and artificial intelligence to make hiring decisions risk violating the Americans with Disabilities Act if applicants with disabilities are disadvantaged in the process. The majority of American employers now use the automated hiring technology -- tools such as resume scanners, chatbot interviewers, gamified personality tests, facial recognition and voice analysis. The ADA is supposed to protect people with disabilities from employment discrimination, but just 19 percent of disabled Americans were employed in 2021, according to the Bureau of Labor Statistics. Kristen Clarke, the assistant attorney general for civil rights at the Department of Justice, which made the announcement jointly with the Equal Employment Opportunity Commission, told NBC News there is "no doubt" that increased use of the technologies is "fueling some of the persistent discrimination." "We hope this sends a strong message to employers that we are prepared to stand up for people with disabilities who are locked out of the job market because of increased reliance on these bias-fueled technologies," she said.
Every year, it gets harder to keep up with technology updates in convenience services. For many industry players, the pandemic put some projects on hold, but the surging interest in contactless transactions accelerated expansion of technology innovation. An early morning session, "Trending Technologies in Convenience Services," gave attendees a chance to unpack the key tech innovations at the National Automatic Merchandising Association show at Chicago's McCormick Place. "The pandemic has given us a lot of new terms, and it's also accelerated the digital transformation of the industry," session moderator Michael Kasavana, Ph.D., the NAMA endowed professor emeritus, observed at the outset. The well attended session provided updates on artificial intelligence services for convenience services, contactless payments and ways to prevent the growing cybercrime threat.
'Special Report' All-Star Panel reacts to the Senate voting to block a bill that would'codify' abortion nationwide. The Washington Post is facing accusations of activism over a report urging video game companies to take a stand on Roe v. Wade as the Supreme Court mulls overturning the decades-long precedent protecting the legalization of abortions on a federal level. On Wednesday, video game reporters Nathan Grayson and Shannon Liao penned a piece with the headline, "As Roe v. Wade repeal looms, video game industry stays mostly silent," documenting how giants in the gaming world are largely staying out of the abortion debate. The article began by citing Bungie, the "Destiny 2" studio owned by Sony that published a statement "in support of reproductive rights" that decried the overturning of Roe v. Wade among other studios and indie developers. The reporters appeared to side with the company as it faced viral backlash from critics, writing, "Bungie, for its part, stood firm."
Instagram and Facebook users in Texas lost access to certain augmented reality filters Wednesday, following a lawsuit accusing parent company Meta of violating privacy laws. In February, Texas Attorney General Ken Paxton revealed he would sue Meta for using facial recognition in filters to collect data for commercial purposes without consent. Paxton claimed Meta was "storing millions of biometric identifiers" that included voiceprints, retina or iris scans, and hand and face geometry. Although Meta argued it does not use facial recognition technology, it has disabled its AR filters and avatars on Facebook and Instagram amid the litigation. The AR effects featured on Facebook, Messenger, Messenger Kids, and Portal will also be shut down for Texas users.
The technical assistance is a follow up to EEOC's announcement last fall that it would address the implications of hiring technologies for bias. In October 2021, Chair Charlotte Burrows said the agency would reach out to stakeholders as part of an initiative to learn about algorithmic tools and identify best practices around algorithmic fairness and the use of AI in employment decisions. Other EEOC members, including Commissioner Keith Sonderling, have previously spoken about the necessity of evaluating algorithm-based tools. A confluence of factors have led the agencies to address the topic, Burrows and Clarke said during Thursday's press call. One is the persistent issue of unemployment for U.S. workers with disabilities.
Assistant Attorney General for Civil Rights Kristen Clarke speaks at a news conference on Aug. 5, 2021. The federal government said Thursday that artificial intelligence technology to screen new job candidates or monitor their productivity can unfairly discriminate against people with disabilities. Assistant Attorney General for Civil Rights Kristen Clarke speaks at a news conference on Aug. 5, 2021. The federal government said Thursday that artificial intelligence technology to screen new job candidates or monitor their productivity can unfairly discriminate against people with disabilities. The federal government said Thursday that artificial intelligence technology to screen new job candidates or monitor worker productivity can unfairly discriminate against people with disabilities, sending a warning to employers that the commonly used hiring tools could violate civil rights laws.
This guidance explains how algorithms and artificial intelligence can lead to disability discrimination in hiring. The Department of Justice enforces disability discrimination laws with respect to state and local government employers. The Equal Employment Opportunity Commission (EEOC) enforces disability discrimination laws with respect to employers in the private sector and the federal government. The obligation to avoid disability discrimination in employment applies to both public and private employers. Employers, including state and local government employers, increasingly use hiring technologies to help them select new employees.