The supplementary document supports the Future of Privacy Forum’s September 2024 report on U.S. State AI Legislation and organizes materials into four tables. It includes key bills and laws, definitions for regulating AI in consequential decisions, language and sub-requirements for business obligations, and individual rights. It’s a pretty comprehensive guide. The supplementary report can be found here [Open Source]
PEAT is funded by the U.S. Department of Labor’s Office of Disability Employment Policy and managed by federal contractors at Wheelhouse Group, a Cadmus Company. What are the highlights? Know your legal requirements that your organization is subject to Get staff aligned and have experts related to AI and employment Know your tech – really. Make sure […]
A strong document with a great outline on how to measure AI safety. The rapid spread of AI technologies has been driven by improvements in computing performance and semiconductor processing technology. Generative AI, in particular, has accelerated innovation, broadening the range of applications and contributing to various industries. Foundation models trained on large datasets have […]
The Illinois Human Rights Act has been amended through HB 3773 to regulate employers’ use of AI, effective January 1, 2026. This new law makes it unlawful for employers to use AI in ways that discriminate based on protected classes or use zip codes as proxies for such classes. Employers must also notify employees when AI is used in various employment processes. The Illinois Department of Human Rights will establish rules for these notifications. Employers should prepare for compliance by understanding their AI tools’ limitations, ensuring ethical design, training users on anti-bias laws, using AI for lower-risk tasks, and maintaining human oversight in decision making processes. Monitoring ongoing legislative and regulatory developments is crucial to avoid penalties and litigation. Legislation passed and published by Illinois State Legislature. August […]
OFCCP investigates the use of AI during compliance evaluations and complaint investigations to determine whether a federal contractor is in compliance with its nondiscrimination obligations. OFCCP examines any measure, combination of measures, or procedure that a federal contractor uses to make employment decisions, including decision-making tools that use an AI system. Employment decisions can include […]