Letting someone else do your work for you is a very efficient way to write a blog, but I won’t use any form of AI because it seems to be a lot more A than I. Instead this time I’m pointing you to the work of others, with a few conclusions of my own.
Let’s
Cases/Developments to Watch
I thought I would do a different kind of blog entry this week. With the new administration, there have been so many dizzying developments. Also, the EEOC recently filed a spate of cases that bear watching as well. I thought I would highlight some of those developments.
I
Equal Employment Opportunity Commission v. BellSouth
AI (Artificial Intelligence) Provider Can be Held Liable as an Employer Under Antidiscrimination Statutes
The EEOC has been focused on AI discrimination in the workplace for some time. It has been a particular focus, though not exclusively with him, for outgoing EEOC Commissioner Keith Sonderling, who actually wrote a law review article on the topic (see ¶ 1 of thoughts/takeaways §). During the last academic year, I was part
Affirmative Action and AI in the Workplace
With the launch of ChatGPT and the Supreme Court’s decision to end affirmative action in colleges and universities, there has been a lot of speculation, and a fair amount of misinformation, about how all this impacts the workplace.The EEOC – Equal Employment Opportunity Commission – is the federal entity that enforces Title VII, which