{"id":270334,"date":"2026-06-11T11:13:00","date_gmt":"2026-06-11T15:13:00","guid":{"rendered":"https:\/\/news-you-need.com\/index.php\/2026\/06\/11\/ai-in-the-workplace-employment-law-data-privacy-risks-employers-face-levenfeld-pearlstein-llc\/"},"modified":"2026-06-11T11:35:16","modified_gmt":"2026-06-11T15:35:16","slug":"ai-in-the-workplace-employment-law-data-privacy-risks-employers-face-levenfeld-pearlstein-llc","status":"publish","type":"post","link":"https:\/\/news-you-need.com\/index.php\/2026\/06\/11\/ai-in-the-workplace-employment-law-data-privacy-risks-employers-face-levenfeld-pearlstein-llc\/","title":{"rendered":"AI in the Workplace: Employment Law &#038; Data Privacy Risks Employers Face | Levenfeld Pearlstein, LLC"},"content":{"rendered":"<p><a href=\"https:\/\/www.jdsupra.com\/legalnews\/ai-in-the-workplace-employment-law-data-3754606\/\">AI in the Workplace: Employment Law &#038; Data Privacy Risks Employers Face | Levenfeld Pearlstein, LLC<\/a><\/p>\n<p><a href=\"https:\/\/www.jdsupra.com\/legalnews\/ai-in-the-workplace-employment-law-data-3754606\/\">https:\/\/www.jdsupra.com\/legalnews\/ai-in-the-workplace-employment-law-data-3754606\/<\/a><\/p>\n<p>Publish Date: <a href=\"publish_date]\">2026-06-11 11:13:00<\/a><\/p>\n<p>Source Domain: <a href=\"www.jdsupra.com\">www.jdsupra.com<\/a><\/p>\n<p>Employers navigating the adoption of new technologies powered by AI face a fast-moving regulatory environment at the intersection of data privacy risk and employment law. Ben Johnson, Kathryn Nadro, and Deja Davis of LP\u2019s Employment &#038; Executive Compensation Group recently delivered a webinar addressing key topics around AI in the workplace. This talk covered:<\/p>\n<p><strong>New State and Local Laws Governing the Use of AI in Employment Decisions<\/strong><\/p>\n<p>Five jurisdictions now have AI employment laws on the books, with effective dates ranging from October 2025 through January 2027. Laws in Illinois, Colorado, California, Connecticut, and New York City require companies that use AI in a way that influences employment decisions around recruitment, hiring, performance, advancement, and separation to disclose that use. Examples of activities that may trigger this requirement are resume parsing, candidate scoring, chatbots, video interview analysis, and others, and some jurisdictions require bias audits.<\/p>\n<p><strong>The Federal Framework for Addressing Bias<\/strong><\/p>\n<p>Alongside state and local regulations, federal EEOC guidance is also still active. Federal discrimination laws apply fully to AI tools; there is no exemption for automated systems, and the fact that a vendor created a tool is not a legal defense. That means employers must carefully consider potential sources of bias, including biased training data, proxy characteristics, inaccessible tools, and non-job-related screening. Risk is present in activities around recruiting, hiring, monitoring, wage setting, promotion, and termination. Employers must maintain human review, job criteria, records, and escalation processes. Vendor contracts should include audit rights and bias testing provisions.<\/p>\n<p><strong>Employee Use of AI to Generate Complaints Leading to Litigation<\/strong><\/p>\n<p>Employees can now produce detailed, attorney-quality complaints quickly using AI, and the easy access to EEOC, IDHR, and other filing resources that these tools provide increases the risk of&#8230;<\/p>\n<p><a href=\"https:\/\/www.jdsupra.com\/legalnews\/ai-in-the-workplace-employment-law-data-3754606\/\">Source<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>AI in the Workplace: Employment Law &#038; Data Privacy Risks Employers Face | Levenfeld Pearlstein,&#8230;<\/p>\n","protected":false},"author":1,"featured_media":270335,"comment_status":"closed","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"fifu_image_url":"https:\/\/jdsupra-static.s3.amazonaws.com\/profile-images\/og.13517_2012.jpg","fifu_image_alt":"","footnotes":""},"categories":[16],"tags":[],"class_list":["post-270334","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-privacy"],"_links":{"self":[{"href":"https:\/\/news-you-need.com\/index.php\/wp-json\/wp\/v2\/posts\/270334"}],"collection":[{"href":"https:\/\/news-you-need.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/news-you-need.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/news-you-need.com\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/news-you-need.com\/index.php\/wp-json\/wp\/v2\/comments?post=270334"}],"version-history":[{"count":1,"href":"https:\/\/news-you-need.com\/index.php\/wp-json\/wp\/v2\/posts\/270334\/revisions"}],"predecessor-version":[{"id":270336,"href":"https:\/\/news-you-need.com\/index.php\/wp-json\/wp\/v2\/posts\/270334\/revisions\/270336"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/news-you-need.com\/index.php\/wp-json\/wp\/v2\/media\/270335"}],"wp:attachment":[{"href":"https:\/\/news-you-need.com\/index.php\/wp-json\/wp\/v2\/media?parent=270334"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/news-you-need.com\/index.php\/wp-json\/wp\/v2\/categories?post=270334"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/news-you-need.com\/index.php\/wp-json\/wp\/v2\/tags?post=270334"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}