As companies increasingly seek to utilise generative artificial intelligence (AI) tools, they must also navigate the complexities of privacy legislation. This is especially the case when it comes to human resources data, which includes special category data such as health records and performance evaluations. In this IAPP article, Littler Mendelson shareholder Zoe Argento, CIPP/US, outlines three key areas to bear in mind when implementing AI systems for HR applications.
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