There are high expectations that artificial intelligence will change our existence as humans in all aspects of our lives. But for employers, artificial intelligence will have a profound impact on how they conduct their business. Artificial intelligence will ultimately affect the employment law across all states. Read more to understand more on how artificial intelligence will impact employment law. 

What is artificial intelligence?

It is a specialty in computer science that focuses on creating intelligence machines. These machines function like humans.  Computers that perform artificial intelligence can perform a variety of tasks.  Among the tasks that such computers perform include problem-solving, planning, learning, and problem-solving. 

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Artificial intelligence is in our workplaces. Hence, artificial intelligence will impact employment law, particularly now when we are facing an impeding COVID-19 pandemic.  Here are some of the ways that computer intelligence will have an impact on employment law. 

  • Recruitments: already, artificial intelligence is defining recruitment.  It makes it easy for recruiters to use search tools to search for ideal candidates using computer-assisted search tools intelligently. We expect employers to use artificial intelligence to search for a diverse workforce.  
  • Accessibility: technological advances must make it possible for persons with disabilities to perform productively in their respective workplaces.  Artificial intelligence platforms and devices such as Google Home, Amazon Echo, and IntelliGaze will help disabled employees work and remain highly productive. 
  • Gender equality:  Artificial intelligence will continue playing an integral part in recruitment. Furthermore, it can enable employers to manage their benefits and bonuses and further make payments to their employees via tracking technology. Artificial intelligence will help employers come up with fairer comparisons and metrics between employees of all genders. 
  • Intergenerational integration: The current workforce comprises older employees striving to extend their working years. It is unfair to the younger workers who want to have a good grasp of today’s rapidly changing technology. Getting the older workforce to work effectively can be a challenge for your company since technology keeps evolving. Artificial intelligence acts as a bridge for the technological divide. It allows for productive and efficient collaboration.

Why should some employers think about artificial intelligence?

To some extent, employers should worry about artificial intelligence. Already, there are claims that artificial intelligence is affecting job seekers with traits such as ethnicity and race. For instance, recruiting meant to screen out job seekers according to their distance from the workplace may affect applicants of different ethnicity and race, depending on the surrounding areas’ demographics. 

Though there is an acceptable claim that artificial intelligence helps with intergenerational collaboration, artificial intelligence indeed affects the older workforce. Proponents of artificial intelligence believe that younger tech-savvy workers should replace their older counterparts.  Nonetheless, this belief has an impact on the entire workforce. 

Most employment lawyers working in this legal area are already overseeing a rise in class-action lawsuits. But you can protect yourself from the legal hurdles resulting from artificial intelligence. Here is how to protect yourself from such legal hurdles. 

  • Involve your human resource staff and managers in integrating artificial intelligence with your work environment. 
  • Comply with the Retraining and Worker Adjustment act. The act requires businesses with over 100 employees to issue 6o-days written notice on massive layouts. 
  • Choose an ADEA-compliant termination plan. Consider having a voluntary termination plan in place before cutting down the size of your workforce.  You can provide employees with separation agreements.  
  • Choose an optional ADEA- compliant termination plan before cutting down on your workforce. Your voluntary termination plan should include things such as giving your employees separation agreements. Such agreements set you free from workers’ compensation claims. 
  • Check whether reductions in your workforce are subjected to mandatory bargaining.

What will be the long-term impact of the artificial intelligence on the employmentlaw?

 For sure, no one can explain whether artificial intelligence will affect the employment law.  Some experts suggest that artificial intelligence in the hiring and recruiting process will pose potential risks under the existing employment law. 

 No wonder several states throughout the country are now focusing on protecting both job seekers and existing employees from the possible harms brought about by artificial intelligence hiring.  There are no federal laws to regulate artificial intelligence hiring. Thus states have to establish how they will handle hiring and recruitment using artificial intelligence. 

An employer should consider several things  before using artificial intelligence in hiring and recruiting your workforce. For instance, you should consider the automated artificial intelligence tools you are using for hiring and recruitment.  Think about the shortcomings of every tool you will be using in the process.

Bottom line

Do you have any questions on employment or labor law? Please contact HKM Employment Attorneys LLP. The attorneys at this firm are experts at handling cases with employer defense issues.  It is one of the largest employer defense legal firms in Indianapolis.