CPEhr’s Post

Imagine the twin forces of new policies from the presidential race and the rise of AI, both shaping the future of HR in 2024. Whether it's Harris pushing for civil rights, pay equity, and worker protections, or Trump's vision of minimal AI regulation,aiming to reduce the restrictions on independent contractor classifications and AI use in business, these forces will redefine how companies hire, manage, and protect their workforce. One thing is clear – both candidates are expected to emphasize AI regulations - just in different ways. (Ref. link below) The important question is what can HR leaders do now. As Tania Fiero, PHR, SHRM-CP points out in her article https://lnkd.in/gKgUFzeb  , regardless of the election outcome, HR leaders should prepare by focusing on the key strategies below:  1. Stay informed about federal and state labor law updates by subscribing to relevant newsletters and attending webinars. 2. Create flexible HR policies that can adapt quickly to changes, including scenario planning for various political outcomes. 3. Conduct compliance audits that can ensure current practices align with evolving regulations. 4. Educate employees by communicating policy changes clearly to maintain transparency and reduce uncertainty among employees. https://lnkd.in/gxW7QZMu #AI #HRTech #HRDigitalTransformation #DigitalTransformation #HRCommunity #Compliance #HRCompliance #HRTech #HRPolicy

HR directors and in-house Counsel will be affected by a range of employment law developments in 2024 and beyond. Read our HR Horizon tracker to find out what’s in store 👇   In this edition, we explore the changes across: • Artificial Intelligence and employment law • Government strategy and Labour Party proposals • ED&I and ESG workforce issues • Employment contracts and pay • Employment law post-EU withdrawal • Immigration Read the full guide on our website: https://lnkd.in/gexxXWaA With Stuart McBride Sarah Skeen Sarah Maddock Amy Stokes Esther Smith Ed Cotton Joanne Hennessy #EmploymentLaw

The Department of Labor's latest guidance on AI in employment is a must-read for all employers using AI, and not just federal contractors. Last week, the Department of Labor (OFCCP) issued "Promising Practices" to avoid unlawful bias in employment. They represent OFCCP’s attempt to capture best practices for mitigating AI risks in employment, drawing heavily from concepts from the NIST AI Risk Management Framework. While many concepts in the guidance may be well-known and evident to those experienced in AI risk management, OFCCP’s inclusion of these concepts in last week's "Promising Practices" emphasizes their importance.  Employers are responsible for their AI tools, whether they developed them themselves or if they are using an AI vendor.  OFCCP unambiguously warns that federal contractors cannot delegate or avoid their nondiscrimination obligations when they use vendor-provided AI tools. Also importantly, OFCCP also provides "Promising Practices" for choosing an AI vendor. While OFCCP’s April 29 AI guidance is addressed to federal contractors, the guidance reflects progress toward regulatory consensus regarding AI risk management, and their issuance invites both federal contractors and other employers to evaluate their existing AI risk management practices and to consider whether further proactive processes may be warranted or desirable. Also, have you seen that both the Colorado Senate and the Connecticut Senate have passed versions of AI legislation that broadly affect AI used in employment? The Department of Labor's“Promising Practices” are not mandatory, but aspects of them may soon be mandatory under pending state legislative efforts. Check out my latest #TeamSeyfarth (Seyfarth Shaw LLP) update with Annette Tyman for a deep dive into the AI guidance and what it means for employers.

Check out our insights on the Department of Labor's "Promising Practices" and recommendations for AI implementation and bias mitigation. Alongside Rachel See we delve into the DOL's most recent update. This is an important read for all employers who are implementing AI tools (even for non-federal contractors) as it signals the framework we expect to see in other jurisdictions. #AI #BiasMitigation #InclusiveWorkplace"

🚨Keeping the "H" in "HR"... The Wage and Hour Division of the U.S. Department of Labor has just released a new Field Assistance Bulletin offering crucial guidance on using AI in relation to the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), and other federal labor standards. The DOL stresses the importance of keeping the "human" in "human resources" as AI tools become more prevalent in the workplace. Husch Blackwell's legal update by Laura Malugade and Shawna Ruetz provides insights on ensuring AI is used responsibly, maintaining compliance, and avoiding unintended consequences: https://lnkd.in/dg28RSjR #LaborLaws #HumanResources #FutureOfWork

AI isn't eliminating HR roles, it is actually augmenting HR roles and responsibilities in the work place. This article makes it clear that AI tools that are used to track FMLA, and FLSA, among other automation tools used in HR must be monitored for accuracy by a trained Human Resources professional to avoid violations. #AIandHR, #AddingjobsinHRwithAI

Federal agencies have “considerable discretionary authority” to use a variety of pay and flexibility incentives to increase their AI talent, U.S. Office of Personnel Management Director Kiran A. Ahuja emphasized in a memo outlining these strategies. #humanresources #hr #ai #artificialintelligence #flexibility

As AI continues to weave its way into the fabric of HR, we find ourselves at a crossroads, but what does this mean for the future of HR? We're eager to hear YOUR thoughts: https://lnkd.in/eD8ufyBZ Results will be revealed at our upcoming HR and Employment Law Conference which there are limited places available for. CLICK HERE for more information https://lnkd.in/ecZ4AKGc #AIinHR #HumanResources #FutureOfWork #HRInnovation #HR