Artificial Intelligence

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X Corp., the company formerly known as Twitter, recently sued Bright Data over its site scraping activities. Bright Data is a data collection company and advertises—among other services—its “website scraping” solutions. Scraping is not new, nor are lawsuits attempting to stop the activity. We may, though, see a rise in these suits with the rise in companies using them in conjunction with generative AI tools.Continue Reading Scraping the Bottom of the Barrel: X Corp. Sues Bright Data Over Site Scraping

As many who are keeping track of generative AI developments are aware, the FTC recently announced that it is investigating OpenAI’s ChatGPT product. For the privacy practitioner this investigation is important given that among other things, the agency wants to understand better how OpenAI is using personal information, and if its privacy representations are sufficient.Continue Reading OpenAI – FTC OpensAnInvestigation

New York’s Local Law 144 of 2021 will finally go into effect on July 5, 2023, after several delays. As we previously discussed, the law requires employers to provide candidates for employment and promotion with notice about the use of an AI system, offer them an opt out, and audit any such systems for bias. The law is intended to benefit job applicants and may provide useful guidance for employers who wish to use AI to help eliminate workplace bias.Continue Reading NY AI Laws Going Live Next Month

The Connecticut governor recently signed SB 1103, bringing the state into the artificial intelligence regulation fray. The law regulates state agencies, and calls on the Department of Administrative Services to perform regular assessments of systems use by these agencies. The assessment is to identify which systems use artificial intelligence and to ensure that the use does not result in unlawful discrimination or disparate impacts. The systems inventory must be conducted by December 31 of this year, and the assessment by February 1, 2024. These inventories and assessments must thereafter be conducted on an annual basis.Continue Reading Connecticut Enters AI Fray

Beginning January 1, 2023, New York City will restrict employers from using artificial intelligence to make employment decisions unless they follow certain guidelines. The local law applies to employment decisions made “within the city” regarding job applicants and promotion decisions.Continue Reading New York City Set To Regulate Employment Decisions Made By AI

Artificial Intelligence is here to stay and New York City has enacted legal guidelines for employers who use it. NYC’s Automated Employment Decision Tools (AEDT) law will, effective January 1, 2023, set new standards for employers using AI tools in making employment decisions.
Continue Reading Silver Lining in New York City? New Requirements For Using A.I. in Employment Decisions

The Food and Drug Administration recently sought comments on the role of transparency for artificial intelligence and machine learning-enabled medical devices. The FDA invited comments in follow up to a recent workshop on the topic.
Continue Reading FDA Joins Other Regulators in Focus on AI and Machine Learning