Artificial Intelligence & Automation

About this issue

Artificial intelligence technologies, including generative AI, machine learning algorithms and data analytics, can make it easier to enhance productivity, refine recruitment efforts, improve customer relationships, and streamline processes. Yet adopting and implementing such technologies can simultaneously add significant complexity for an organization’s, operations, sales, manufacturing, and human capital management operations.

That’s why organizations of all sizes turn to Jackson Lewis for industry-specific insights and actionable advice on the legal, ethical and regulatory implications of using AI and machine learning in the workplace. From screening job applicants to deploying chatbots, smart cameras and surveillance, assessing and enhancing productivity and performance, and self-service training tools and more, our multi-disciplinary Artificial Intelligence & Automation team understands the business needs of organizations that are creating or leveraging AI-related technologies. We help organizations better address the full range of procurement, assessment, development, implementation, use, and maintenance of AI technologies.

Clients

Whether you’re strategically thinking about the benefits and risks of AI, or you are on the procurement/development or implementation side of AI, or managing the vast in between, our team has experience serving the spectrum of AI users.

Capabilities

An organization’s particular goals and desired use cases for AI often come with unique industry, contractual, ethical and other considerations. Our cross-practice/industry team provides practical compliance, litigation and regulatory strategies and tactics across the range of AI and automation technology issues.

Strategic Planning

Support organizations in both addressing AI technology risk/reward questions and developing evaluations and governance processes.

Policy Development

Develop compliant, clear and comprehensive policies and procedures to guide procurement, design, implementation and use of increasingly ubiquitous AI technologies and their significant implications and risks.

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Bias/Discrimination

Address disparate impact and treatment across the employee lifecycle of recruiting (postings, platforms and more), retaining + training, rewarding and releasing; Test algorithmic tools to avoid impermissible bias and disability discrimination. Advise on matters related to AI model validation.

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Privacy/Data Security

Assess data collection, processing, safeguarding, sharing, retention, and deletion before, during and after the latest AI deployment, considering data quality, privacy/security by design, vendor management, and related issues.

Labor/Employee Relations

Guide organization through using AI to increase employee + workplace productivity; deploy workplace intelligence tools; determine AI autonomy levels; create on-demand training content for workforce; support HR functions; reduce HR admin and support tickets.

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Compliance

Guide organizations thru the increasing attention of regulatory bodies — including the federal government, especially the EEOC, OFCCP and FTC, as well as state and local governments, including California, Illinois, Maryland, and New York City — and the worldwide implications of their interest in AI and automation technologies.