Employers are more exposed to A.I.-related lawsuits in the workplace. Here's how to protect your company.

The article focuses on the implications of new laws regulating the use of artificial intelligence (A.I.) in the workplace, particularly in relation to hiring practices. As A.I. technology evolves, employers face potential legal risks, especially concerning discrimination in recruitment processes. A forthcoming New York City law aims to protect job candidates from biases associated with A.I., and the Equal Employment Opportunity Commission emphasizes that employers are accountable for any discriminatory outcomes linked to A.I., even if caused by third-party vendors. Labor attorney Michael Schmidt advises employers to implement thorough policies and conduct audits of their technology vendors to ensure compliance with legal standards and to evaluate the intended use of A.I. in their operations. [Extracted from the article]