This site uses cookies to improve your experience. To help us insure we adhere to various privacy regulations, please select your country/region of residence. If you do not select a country, we will assume you are from the United States. Select your Cookie Settings or view our Privacy Policy and Terms of Use.
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Used for the proper function of the website
Used for monitoring website traffic and interactions
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Strictly Necessary: Used for the proper function of the website
Performance/Analytics: Used for monitoring website traffic and interactions
Most notably, the Draft Regulations definition of ADMT is more expansive than other regulatory definitions in that it includes technology that substantially facilitates human decisionmaking. This closely follows the GDPRs definition of profiling in Article 4(4). The Draft Regulations also provide that ADMT includes profiling.
In this part, we assess where the law seems to be heading and offer some practical risk reduction strategies. Federal and State Legislation There is currently no federallaw that specifically regulates biometric privacy. No comprehensive and preemptive federallaw seems likely to pass anytime soon.
In this Debevoise Data Blog post, we discuss the current state of the AEDT Law and highlight how the final changes impact employers’ compliance obligations. Examples of tools outside this definition include junk email filters, antivirus software, calculators, spreadsheets, databases, and other compilations of data.
This article briefly addresses this problem, summarizes current local, state, and federallaws enacted or proposed to curtail it, and proposes two solutions for modern employers itching to implement AI-assisted employee management tools but dreading employment litigation. For instance, Virginia. Stuart Geiger et al.,
We organize all of the trending information in your field so you don't have to. Join 5,000+ users and stay up to date on the latest articles your peers are reading.
You know about us, now we want to get to know you!
Let's personalize your content
Let's get even more personalized
We recognize your account from another site in our network, please click 'Send Email' below to continue with verifying your account and setting a password.
Let's personalize your content