Adam S. Forman, Member of the Firm in the Employment, Labor & Workforce Management practice, in the firm’s Detroit and Chicago offices, was quoted in Fortune’s CHRO Daily newsletter, in “AI Will Be an Even Bigger HR Focus in 2024. Here Are 4 Ways It Will Disrupt the Function,” by Paige McGlauflin and Joseph Abrams. (Read the full version – subscription required.)
Following is an excerpt:
With 2024 quickly approaching, HR teams are looking ahead and charting the course for AI’s potential next year.
Fortune spoke with several executives and talent strategy experts about what to expect in the new year. Below is some of the advice and insight they shared. …
Preparing for regulation
Companies must closely watch for new federal, state, or local laws and establish AI policies accordingly for employees. When establishing guidelines, HR teams should first determine what they don’t know.
“Because of the way AI is rolling out into U.S. workplaces, in an organic and unregulated fashion, what we’ve seen in our practice is that a lot of [clients] don’t know what they don’t know,” says Adam Forman, a labor and employment attorney at law firm Epstein Becker and Green. “They’re shocked to find out that the business unit has implemented this tool, and it has implications from a work perspective that they don’t even think about.”
Forman advises HR or legal teams to conduct an AI audit to identify what AI tools employees use in the workplace and whether there are processes to ensure that these tools comply with any rules or regulations the company has to follow. He also recommends organizations approach vendors with prepared questions, such as whether the vendor will indemnify the organization if sued for using the tool, where the vendor stores its data, and whether it performs data bias audits.
Related reading:
SHRM Executive Network, “4 Ways AI Will Disrupt the HR Function in 2024,” by Joseph Abrams, Paige McGlauflin, January 17, 2024.
