Attorneys General from 40 US States sent letter to leading LLM companies earlier this week warning that sycophantic and delusional outputs produced by LLMs constitute “dark patterns” and may open LLM companies to liability under existing State laws.
“Sycophantic outputs” is a term that refers to when an artificial intelligence model single-mindedly pursues human approval
A new draft Federal Executive Order released yesterday says: Maybe.
While the EU is busy putting the brakes on their EU AI Act due to being potentially too onerous and chilling innovation, the White House considers doing the same, for US State AI laws.
It’s time to update those handbooks for 2026 and while there are numerous new laws California employers must comply with, not all of them are, what I call, “handbook worthy.” Here are three changes I’m making to this year’s handbooks to stay compliant and ensure policies are clear for all employees.
First, under the new
A Bavarian court held that a store’s private security guard lawfully used a body-worn camera under Article 6(1)(f) GDPR to protect property, maintain order, and ensure staff safety, in a decision that provides actionable insights for U.S.-based retailers as well.
The court blessed the recording because the store took a number of privacy-protective measures:
The last California legislative session ended on September 13, 2025 and Governor Newsom must sign or veto bills passed during the legislative session by October 13, 2025, or they will automatically become law. Here’s a brief summary of what to watch over the next two weeks:
Aims to
The European Data Protection Supervisor (EDPS) recently issued a TechDispatch on Automated Decision Making.
Here is what you need to know:
Part 1: 12 Myths About Automated Decision-Making (ADM) Systems
California regulations going into effect on October 1, 2025, make clear that employers’ use of artificial intelligence in personnel practices can lead to liability under state fair employment laws.
Partner Odia Kagan, Chair of the firm’s Data Privacy Compliance & International Privacy Practice Group, provides a breakdown in a post to the firm’s Privacy Compliance
If artificial intelligence results in employment discrimination, employer needs to realize it is still discrimination.
But a bias audit can help.
California’s Civil Rights Counsel recently issued the Final Text of Proposed Employment Regulations Regarding Automated-Decision Systems. It goes into effect on October 1, 2025.
Some key takeaways:
I’m still haunted by the call that started my morning early yesterday. A new client needed help with the termination of an executive, immediately. Now, my spidey senses perk up whenever a client calls with a same-day termination, and I generally try to slow down the process to ensure a proper vetting process. So that’s
If you use a bot powered by artificial intelligence to interact with consumers, you need to disclose it.
A new law in Maine that goes into effect in September 2025 requires businesses to notify consumers in a clear and conspicuous manner that they are not engaging with a human being.
Not doing so may be