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Given the myriad ways artificial intelligence is now being used to streamline business processes, it’s no surprise that federal agencies are scrutinizing potential employment-related biases that can arise from using AI and algorithms in the workplace.
Indeed, the Equal Employment Opportunity Commission (EEOC) Chair, Charlotte Burrows, recently called AI advancements a “new civil rights frontier.”
Earlier this week, she joined the leaders of several other agencies to announce their joint position on the use of AI, as well as their commitment to education and enforcement efforts. The agency leaders made clear that while we may see new laws and regulations addressing AI use, existing civil rights laws already govern how these new technologies are used.
“There is no AI exemption to the laws on the books,” noted Lina Khan, Chair of the Federal Trade Commission (FTC). So, what does this mean for employers? The time is ripe for you to review your policies and practices and consider performing an AI audit to flag and address potential biases in your systems. Here are four important steps you should consider taking when using AI in the workplace.
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Polaris Project
Polaris is the leader in the global fight to eradicate modern slavery. Click here for recommendations and information on how to fight human trafficking. |
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Purchase Textbook
Hospitality Law: Managing Legal Issues in the Hospitality Industry is a practical approach to hospitality law focusing on compliance and prevention. |
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Responding to Medical Episodes Checklist
This checklist provides a series of actions to take in response to a medical episode occurring on your property. The checklist includes a section on responding to non-contaminated areas as well as contaminated or potentially contaminated areas.
This checklist is also available in Spanish - find it on the Forms, Checklists, and Procedures page!
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Know What Your Workers’ Comp Responsibilities Are
May 26, 2023 via Hotel Management
When does the right to unemployment benefits arise? This was the question raised in a case where a restaurant was transporting workers from Mexico to Louisiana. |
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How Recent Decisions by the NLRB Could Affect Hoteliers
May 26, 2023 via Costar
Several recent and pending decisions by the National Labor Relations Board have significant implications for employers in the hospitality space. |
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Housekeeping’s Role in Combatting Human Trafficking
May 22, 2023 via Lodging Magazine
While every hotel associate should be watchful for signs of human trafficking, the housekeeping department stands at the forefront to eliminate or at least discourage this menace within our businesses. |
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Most hotel owners and operators are aware of the responsibilities for their properties to comply with the Americans with Disabilities Act, but they also have to make sure their online presence is compliant as well.
Because hotels are considered a place of public accommodation, Title III of the ADA applies, said Jordan Schwartz, partner at Conn Maciel Carey, at the Hospitality Law Conference. That prohibits hotels from denying services and accommodations to people with disabilities, including implicit biases that create barriers to access. For physical structures, that means having stairs and no ramp or restrooms without accessibility features.
“What the ADA does is, it requires you to remove those barriers to access so someone with a disability cannot claim that they’re being discriminated against because they cannot use your facility,” he said.
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Visit our Directory
Explore our hospitality database of professionals to find a law firm, expert, or business that provides legal, safety, and security solutions for the Hospitality and Travel industries. |
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