The company and law firm names shown above are generated automatically based on the text of the article. We are improving this feature as we continue to test and develop in beta. We welcome feedback, which you can provide using the feedback tab on the right of the page. October 22, 2021 - Imagine this. You are President of the United States.

Whether employers are currently operating as normal, teleworking, or planning for the future, the Covid-19 experience may lead them to turn to the proliferation of workplace artificial intelligence (AI) tools to help streamline recruiting and hiring so they can continue maintaining social distancing best practices. Employers should be aware, however, that using such AI tools brings with it various regulatory challenges regardless of its utility in these trying times. AI has been exerting an ever-growing influence on companies' employment decisionmaking for some time. AI tools that have long been used to market services and products to customers (e.g., algorithms for personalized pop-up ads) are making increasing inroads into the employment arena, including those that mine data from an applicant's social media and internet presence to determine personal attributes and those that evaluate an applicant's responses during a video interview in making employment decisions. Employers considering using AI recruitment and selection tools during the Covid-19 crisis, which some experts expect to last for months after the curve has "flattened," should be mindful of the potential for misuse and of discriminatory impact raised by these technologies.

This Employment Law This Week Monthly Rundown features a recap of the biggest employment law trends from 2018 and a look ahead at what's to come in 2019. Specifically, this episode includes the following: 1. #MeToo Movement in the Workplace For employers, 2018 was the year of #MeToo. While the movement began in the fall of 2017, last year, it touched every aspect of employment law--from harassment training to arbitration. Jennifer Gefsky (Member of the Firm, Epstein Becker Green): "I think if the #MeToo movement taught us one thing, it's that employers face significant liability and risk in the event that allegations are made against any employee or supervisor or the highest-level executive at the company." In 2019, we can expect to see more legislative action, particularly in the area of equal pay, where much of the #MeToo focus has shifted.