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
America’s AI Action Plan is out, and it has three pillars: innovation, infrastructure, and international diplomacy and security.
This is different from the (now rescinded) AI Blueprint Executive Order issued by President Joe Biden. It lays out specific action items for the many federal agencies that are meant to effectuate each pillar.
Of note to
Recently, major technology companies, Anthropic and Meta each secured landmark victories in separate copyright lawsuits. The companies had been sued by authors and their publishers, regarding claims that these companies’ AI models were trained on copyrighted materials without claimant’s permission, in violation of U.S. copyright law. These are the first major decisions in a series of
Employers are increasingly using Automated Decision Systems (“ADS”) – tools powered by Artificial Intelligence (“AI”) and algorithms – to streamline recruitment and manage the employee lifecycle. Uses so far include resume screening, facial recognition in video interviews, performance evaluation and management, employee engagement, and even benefits enrollment. As adoption of these technologies accelerates by the
The Attorney Generals of California, Connecticut, Delaware, New Jersey, Oregon and Vermont wrote a letter June 23, 2025 to Senate Majority Leader John Thune and Senate Minority Leader Chuck Schumer, objecting to a proposed AI enforcement moratorium that is in the One Big Beautiful Bill.
The key arguments against the ban are: