While few areas of the country have passed laws directly regulating artificial intelligence applications to date, introducing a human resources chatbot to your workplace still carries potential risk of violating any number of established labor and employment laws.

The rise of AI in workplace monitoring and employment decisions is leading to legislative efforts to regulate its use. Automated AI tools are being employed by companies like Amazon to assess productivity and even hire or fire workers based on AI-derived criteria. Concerns over privacy and bias have prompted lawmakers at the federal and state levels to introduce measures to curb AI in the workplace. New York City's law mandating bias audits of automated tools is seen as a model, and other states are considering similar regulations. While some see AI as a potential solution for fairer HR practices, others are wary of its impact on privacy and worker rights.

The author initially believed that OpenAI's GPT-4 had significantly degraded in performance from March to June but now acknowledges their tests were flawed and inconclusive. They criticized the AI's responses, prompting questions about the fairness of grading and the subjective nature of "good" responses. They also expressed frustration with the discourse around AI and the ChatGPT model's tone. Ultimately, they realized that GPT-4's performance varies and is subject to different factors. Their perspective on AI has become less rigid.

The US Equal Employment Opportunity Commission settled its first-ever AI discrimination in hiring lawsuit, reaching an agreement with a tutoring company that allegedly programmed its recruitment software to automatically reject older applicants.

AMS’s Jonathan Kestenbaum explains how a new employment law enacted in New York City will change how employers use AI tools when recruiting and hiring employees as similar proposals gain popularity nationwide.

62% of Americans believe artificial intelligence will have a major impact on jobholders overall in the next 20 years, but far fewer think it will greatly affect them personally. Majorities oppose using AI in making final decisions on hiring or firing.