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Tara Humma is a partner at Rimon Law, where she focuses her practice on labor and employment matters.
Businesses have quickly embedded artificial intelligence in workplace decision-making for fear of being left behind. Employers are routinely using AI tools to screen applicants or resumes, analyze interviews, monitor employee productivity and make promotional or disciplinary decisions.
Some companies and HR leaders assume legal risk lies with the software vendor that created or licensed the tools, but this is not the case in many situations. Just like with any other tool used by businesses, the employer may own the liability for decisions made with AI assistance, even if the technology was purchased or licensed from a vendor.
Tara Humma
