Hidden Legal Landmines: Do Your HR AI Tools Meet Regulatory and Audit Requirements?

Feb 18	01:00 PM ET / 12:00 PM CT / 11:00 AM MT / 10:00 AM PT
	Duration: 90 minutes	Speaker: Margie Faulk

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ABOUT THE EVENT

There are current Regulatory guidelines that may require Employers to ensure their tools meet regulatory mandates. For example, many HR AI tools have been confirmed to have gender and race biases, while other tools have other types of workplace biases, which is a violation of the Civil Rights Act of 1964. There are many types of AI concerns about discriminatory practices against protected classes during recruitment, hiring, performance reviews, and promotions. Screening Resumes tools have been targeted by federal regulatory agencies as one of the top compliance concerns, yet many companies use these vendors without requesting audit and risk assessment confirmation.

We are not only speaking about the Equal Employment Opportunity Commission (EEOC), which provides guidance for Employers on AI risk assessment, but we are speaking of the other federal regulatory agencies like the Federal Trade Commission (FTC), Consumer Financial Protection Bureau (CFPB), and Department of Justice (DOJ), which have some focus on AI..

But more forceful has been in the state landscape. With California, New York, Illinois, and Colorado forcing Employers to create and confirm an audit of their internal AI tools and vendors they use for HR AI tools. It is no longer “we didn’t know” that saves Employers from compliance requirements. Ignorance is no excuse for non-compliance.

Why You Should Attend

Many HR professionals or those who are responsible for recruitment, hiring, training, and performance reviews are at risk from the AI tools they use. In fact, there is litigation happening in the legal landscape for these tools that are a huge risk of violating federal or state regulations. The guardrails of AI use. Learn in this training what the most risky tools are that you may be using. You will learn by examples, resources, and graphics what the best practice is when using AI tools. Learn also what current litigation cases should be a guide for Employers to avoid violations.

Areas Covered

Learn what AI tools are on the risk list due to their biases.
Learn what resume screening vendors have been put on notice for their applicant biases.
Learn what states have the most rigid AI regulations.
Learn what the current administration has just done to scale back AI requirements in states.
Learn how bias is measured and determined, and it should be a guide to proper AI use.
Learn if you are currently using AI tools that have legal concerns.
Learn how video interviews and facial recognition tools are major violators of the ADA.
Learn how employer-based wellness and mental health wearable technology, like EKG tests, Fitness Tracking, and burnout tracking, can be a risk to privacy and after-work activities.
Learn the Risk and Mitigation process for many of the AI tools being offered by vendors.

Who Should Attend

All Employers
Business Owners
Company Leadership
Compliance professionals
HR Professionals
Managers/Supervisors

Speaker(s)

Margie Faulk

Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for Federal Defense Contracting Industry, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives globally which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few.

Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie has completed the Certified Compliance and Ethics Professional training and is a member of the Society of Corporate Compliance & Ethics (SCCE).

CEUs

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Credits: 1.5

Compliance Prime is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org

Credits: 1.5

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