The Next Wave of AI Regulation: What Employers Should Know About State-Level Activity

Maybe a good place to start is maybe you can start to touch on the Connecticut law and maybe tell us what are some of the key issues there, what should businesses be thinking about?

Yeah, no, absolutely.

And you're right.

I think those have been the two most recent developments.

And I think it's helpful to kind of provide some context, right, to kind of the landscape of AI laws that are, you know, that are now joined by this updated Colorado law, as you mentioned, of course, Connecticut.

You know, we have seen laws kind of pop up pretty consistently over the last year or so in different jurisdictions, right? We have New York City, of course, Illinois, Colorado.

You mentioned, Joe, and you're going to cover.

I know Colorado has kind of, you know, this is take two, if you will, out in Colorado, California, Connecticut, right? So these states are all kind of popping up.

And in the case of New York, New York City, right? as a local jurisdiction, are coming up with kind of their own methods for enforcing AI.

And it's challenging for employers, right? Because each of these jurisdictions, I think, are kind of getting at the same themes.

I think they're just going about it a little bit differently.

The other thing that I find interesting is New York City, at least with respect to you know, regulating use of AI in the employment context, I think has kind of been seen as the leader here.

You may recall with New York City, right, they have a bias audit requirement.

There's a publication requirement of the bias audit.

And of course, there's a notice piece.

And for a while, in places like Colorado, there seemed to have been an emphasis on this idea of analyzing the output from some of these tools that we use in the employment context for evidence of bias.

And, you know, that seemed to be the emphasis early on.

As we're going to see in a few minutes, I think with some of the most recent laws, I think that emphasis has shifted kind of away from prioritizing bias.

bias analyses and I think now is kind of putting more of the weight on transparency and the issuance of notices.

And I think you see that, I think, most dramatically in Colorado, but even in places like Connecticut.

Maybe a good place to start is maybe you can start to touch on the Connecticut law and maybe tell us what are some of the key issues there, what should businesses be thinking about?

Yeah, no, absolutely.

And you're right.

I think those have been the two most recent developments.

And I think it's helpful to kind of provide some context, right, to kind of the landscape of AI laws that are, you know, that are now joined by this updated Colorado law, as you mentioned, of course, Connecticut.

You know, we have seen laws kind of pop up pretty consistently over the last year or so in different jurisdictions, right? We have New York City, of course, Illinois, Colorado.

You mentioned, Joe, and you're going to cover.

I know Colorado has kind of, you know, this is take two, if you will, out in Colorado, California, Connecticut, right? So these states are all kind of popping up.

And in the case of New York, New York City, right? as a local jurisdiction, are coming up with kind of their own methods for enforcing AI.

And it's challenging for employers, right? Because each of these jurisdictions, I think, are kind of getting at the same themes.

I think they're just going about it a little bit differently.

The other thing that I find interesting is New York City, at least with respect to you know, regulating use of AI in the employment context, I think has kind of been seen as the leader here.

You may recall with New York City, right, they have a bias audit requirement.

There's a publication requirement of the bias audit.

And of course, there's a notice piece.

And for a while, in places like Colorado, there seemed to have been an emphasis on this idea of analyzing the output from some of these tools that we use in the employment context for evidence of bias.

And, you know, that seemed to be the emphasis early on.

As we're going to see in a few minutes, I think with some of the most recent laws, I think that emphasis has shifted kind of away from prioritizing bias.

bias analyses and I think now is kind of putting more of the weight on transparency and the issuance of notices.

And I think you see that, I think, most dramatically in Colorado, but even in places like Connecticut.