Quick Hit
Colorado’s landmark artificial intelligence law, previously covered here, has been replaced before it ever took effect. After years of concern over the implications of Colorado’s Anti-Discrimination in AI Law (the “CO AI Law”), which was set to take effect on June 30, the Governor of Colorado on May 14, 2026 signed into
As the June 30, 2026 effective date of Colorado’s burdensome AI law rapidly approaches, there are new developments that complicate its implementation and raise questions about whether it will ever be implemented in its current form.
First, on April 27, 2026, a federal magistrate judge stayed enforcement of Colorado’s Anti-Discrimination in AI Law (the “CO
Quick Hit: In 2024, Colorado enacted the Colorado Artificial Intelligence Act (the “AI Act”), the most comprehensive measure regulating the use of AI in the nation. As the law’s June 30, 2026 effective date approaches, and given the significant concerns raised about the AI Act, on March 17, 2026, the Colorado AI Policy Work Group (the “Work Group”),
On December 11, 2025, President Trump signed Executive Order 14365, “Ensuring a National Policy Framework for Artificial Intelligence” (the “EO”). The order identifies “excessive state regulation” as an obstacle to the Administration’s policy of “sustain[ing] and enhanc[ing] the United States’ global AI dominance through a minimally burdensome national policy framework for AI” (the “AI
In this episode of The Proskauer Brief partner Guy Brenner, who leads Proskauer’s D.C. Labor & Employment practice and is head of the Government Contractor Compliance Group, and Jonathan Slowik, senior counsel, Labor & Employment, in the firm’s Los Angeles office, discuss laws requiring employers who use artificial intelligence (AI) to conduct bias
If a recent survey is to be believed, managers’ use of artificial intelligence (AI) tools in making personnel decisions may be more extensive than their employers realize. A survey of 1,342 full-time manager-level employees commissioned by ResumeBuilder.com revealed some eye-popping results. Roughly 60% of respondents said they relied on AI to make decisions about direct
On July 4, 2025, President Trump signed the One Big Beautiful Bill Act into law—a budget reconciliation bill enacting several signature policies of the President’s second-term agenda. Left on the cutting-room floor, however, was an ambitious attempt to prohibit nearly all state and local regulation of artificial intelligence (“AI”) for the foreseeable future.
The version
A closely watched class and collective action against the HR management services company Workday, Inc. reached a new milestone recently, when the Northern District of California conditionally certified Age Discrimination in Employment Act (ADEA) claims on behalf of a sprawling collective believed to include millions of job applicants. In Mobley v. Workday, Inc., N.D. Cal.
In the latest lawsuit of its kind, the American Civil Liberties Union recently filed a complaint with the Colorado Civil Rights Division and the Equal Employment Opportunity Commission (“EEOC”) alleging an AI interviewing tool discriminated against a deaf and Indigenous employee at Intuit seeking a promotion.
According to the complaint, when the employee applied for
In the final installment of our AI at Work series, partner Guy Brenner and senior counsel Jonathan Slowik tackle a critical issue: mismatches between how artificial intelligence (or AI) tools are designed and how they are actually used in practice. Many AI developers emphasize their rigorous efforts to eliminate bias, reassuring employers that their tools