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On 16 October 2024, the Department of Labor (DOL) published a comprehensive guidance regarding the use of artificial intelligence (AI) tools in employment. The guidance, entitled “Artificial Intelligence and Worker Well-being: Principles and Best Practices for Developers and Employers” 1 (the DOL AI Guidance), builds on the DOL’s May 2024 AI guidance (the May Guidance) and fulfills the agency’s obligations under President Biden’s October 2023 executive order on AI. 2 The DOL AI Guidance also follows the agency’s endorsement of the Partnership on Employment & Accessible Technology (PEAT)’s AI & Inclusive Hiring Framework, 3 as well as publications by DOL subagencies like the Equal Employment Opportunity Commission (EEOC) 4 and the Office of Federal Contract Compliance Programs (OFCCP). 5 The DOL makes clear in its disclaimer that the DOL AI Guidance is not binding and does not supersede, modify, or direct an interpretation of any statute, regulation, or policy. However, the publication is the DOL’s most comprehensive AI publication to date, and following the guidance will help employers use AI without running afoul of existing equal employment opportunity and other laws. Principles and Best Practices The DOL AI Guidance expands on the eight AI principles (Principles) contained in the May Guidance by providing best practices (Best Practices) that employers 6 can follow to implement these Principles. Centering Worker Empowerment First, to “center worker empowerment” by ensuring that “[w]orkers and their representatives, especially those from underserved communities, [are] informed of and have genuine input in the design, development, testing, training, use, and oversight of AI systems in the workplace,” employers should regularly integrate input from workers. By incorporating the worker into the process, from design to use, employers can balance the benefits of AI with worker protection and strive to use AI to improve workers’ job quality and enable businesses success. Ethically Developing AI Second, to ethically develop AI, employers should develop a strong foundation consisting of ethical standards, guidelines, and an internal review process to help “ensure AI and automated systems...meet safety, security, and trustworthy standards for their customers, customers’ workers, and the public.” To do this, employers should do the following: Carry out impact assessments and independent audits of the AI programs and publish the results. Assess the risks of algorithmic discrimination. Document negative impacts on workers’ job quality and well-being. Monitor the AI programs on an ongoing basis and prioritize human oversight over the tools and employment decisions that involve those tools. Ensure that any jobs created to review and analyze AI comply with domestic and international labor standards. Establishing AI Governance and Human Oversight Third, to establish sufficient AI governance and appropriate human oversight of AI tools, employers should do the following: Establish empowered governance structures to incorporate input from workers in the decision-making process to continually review and evaluate worker-impacting AI systems. Offer appropriate training on AI systems to a broad range of employees, including processes for raising concerns. Not rely solely on AI and automated systems, or the information collected through them, to make significant employment decisions. Identify and document the types of significant employment decisions informed by AI systems, including procedures for human consideration and remedies for decisions that adversely impact employees. Ensuring Transparency in AI Use Fourth, to ensure transparency in AI use, employers should do the following: Provide workers and representatives advance notice and appropriate disclosure that AI systems are in use. This information should be clear and accessible, conspicuously notify workers what data will be collected and stored about them, and what that data will be used for. Allow employees to view, dispute, and submit corrections for their individually identifiable data without fear of retaliation. According to the DOL, this transparency will “foster greater trust and job security, prepare workers to effectively use AI, and open channels for workers to provide input to improve the technology or correct errors.” Protecting Labor and Employment Rights Fifth, to ensure AI tools do not interfere with employees’ labor organizing, cause reductions in employees’ wages, or put employees’ health and safety at risk, employers should do the following: Not use AI tools to reduce wages, break time, or benefits. Audit AI systems for disparate or adverse impacts on individuals with protected characteristics to comply with anti-discrimination requirements, including offering reasonable accommodations when requested. Using AI to Enable Workers Sixth, to use AI to enable workers, employers should do the following: Create AI pilot programs for employees to use and test tools before conducting large-scale rollouts to ensure the tools are assisting and complementing workers and improving job quality. Not use AI tools to engage in invasive monitoring of employees, especially when assessing worker performance. Consider how to balance enhanced productivity through the use of AI tools while benefiting workers, such as through “increased wages, improved benefits, increased training, fair compensation for the collection and use of worker data or reduced working hours without loss of pay.” Supporting Workers Impacted by AI Seventh, to support workers impacted by AI, employers should do the following: Train employees on AI systems to upskill workers instead of replacing them. Work to preserve jobs for those at risk of displacement due to AI by offering training, education, and professional development opportunities for workers to learn how to use and work with AI systems. Ensuring Responsible Use of Worker Data Eighth, to ensure responsible use of worker data, employers should do the following: Develop safeguards for protecting employee data from internal and external threats, with an emphasis on mitigating privacy risks for workers. Ensure that AI tools have “safeguards for securing and protecting data.” Avoid collecting unnecessary data. Not share data outside of the business. Takeaways The DOL stresses that employers should utilize each of these eight Principles “during the whole lifecycle of AI – from design to development, testing, training, deployment and use, oversight, and auditing.” Further, the DOL clarified in its DOL AI Guidance that the eight Principles and the Best Practices it outlined are not intended to be an “exhaustive list” and, as noted above, are not binding. However, the document provides an integral “guiding framework” employers can follow as they refine how best to use AI in employment decisions. Recommendations Employers that are implementing or considering implementing AI systems and procedures should examine the DOL AI Guidance to ensure their systems and procedures track the purposes and policies outlined in the Principles and Best Practices. Employers also should continue examining requirements of other federal agencies—such as the EEOC and the OFCCP, if applicable—as well as state laws to ensure their systems meet all appropriate legal requirements. Footnotes 1 https://www.dol.gov/sites/dolgov/files/general/ai/AI-Principles-Best-Practices.pdf . 2 https://www.whitehouse.gov/briefing-room/presidential-actions/2023/10/30/executive-order-on-the-safe-secure-and-trustworthy-development-and-use-of-artificial-intelligence/ . 3 K&L Gates’ alert on the EEOC’s 24 September 2024 endorsement of the PEAT framework is available here: https://www.klgates.com/DOLs-AI-Hiring-Framework-Offers-Employers-Helpful-Guidance-on-Combatting-Algorithmic-Bias-11-12-2024 . 4 K&L Gates’ alert on the EEOC’s 18 May 2023 nonbinding guidance is available here: https://www.klgates.com/EEOC-Issues-Nonbinding-Guidance-on-Permissible-Employer-Use-of-Artificial-Intelligence-to-Avoid-Adverse-Impact-Liability-Under-Title-VII-5-31-2023 . 5 K&L Gates’ alert on OFCCP’s 29 April 2024 nonbinding guidance is available here: https://www.klgates.com/OFCCP-Guidance-Expands-Federal-Scrutiny-of-Artificial-Intelligence-Use-by-Employers-7-16-2024 . 6 The DOL AI Guidance is also directed at AI developers. However, this alert is focused on its relevance to employers.
COLUMBUS, Ohio (AP) — A fight broke out at midfield after Michigan stunned No. 2 Ohio State 13-10 on Saturday as Wolverines players attempted to plant their flag and were met by Buckeyes who confronted them. Police had to use pepper spray to break up the players, who threw punches and shoves in the melee that overshadowed the rivalry game. Ohio State police said in a statement “multiple officers representing Ohio and Michigan deployed pepper spray.” Ohio State police will investigate the fight, according to the statement. After the Ohio State players confronted their bitter rivals at midfield, defensive end Jack Sawyer grabbed the top of the Wolverines' flag and ripped it off the pole as the brawl moved toward the Michigan bench. Eventually, police officers rushed into the ugly scene. Ohio State coach Ryan Day said he understood the actions of his players. “There are some prideful guys on our team who weren't going to sit back and let that happen,” Day said. The two Ohio State players made available after the game brushed off questions about it. Michigan running back Kalel Mullings, who rushed for 116 yards and a touchdown, didn't like how the Buckeyes players involved themselves in the Wolverines' postgame celebration. He called it “classless.” “For such a great game, you hate to see stuff like that after the game," he said in an on-field interview with Fox Sports. “It’s just bad for the sport, bad for college football. But at the end of the day, you know some people got to — they got to learn how to lose, man. ... We had 60 minutes, we had four quarters, to do all that fighting.” Michigan coach Sherrone Moore said everybody needs to do better. “So much emotions on both sides," he said. "Rivalry games get heated, especially this one. It’s the biggest one in the country, so we got to handle that better.” Get poll alerts and updates on the AP Top 25 throughout the season. Sign up here . AP college football: https://apnews.com/hub/ap-top-25-college-football-poll and https://apnews.com/hub/college-football
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Recent comments from Elon Musk have suggested that xAI will soon be releasing a dedicated app for its large language model (LLM), Grok, which is currently deployed on social media platform X. A standalone app could help Grok reach more users beyond X. Elon Musk’s xAI may be a newcomer to the artificial intelligence segment, but its influence has grown significantly in the previous months. A huge part of xAI’s growing prominence is due to Grok, since the large language model has real-time access to data on X posts . Grok, however, is fully tied to X’s ecosystem for now. These concerns were recently voiced on X, with Grok users noting that a standalone app would be beneficial for the large language model’s user experience. As noted by user @battleangelviv , Grok’s current setup still has room for improvement since some users who wish to use the large language model may easily get distracted by their X feed. Coming soon Elon Musk responded with a quick “Coming soon,” suggesting that xAI is working on a standalone Grok app. The Tesla and SpaceX CEO’s comment was received positively by X users, several of whom noted that Grok could potentially even work as a capable search engine alternative once it is shipped as a standalone service. Today, Grok simply feels like an extra feature that is bundled with an X Premium subscription. While this is true, it does temper down the significance of Grok to users. Packaging the large language model as a standalone solution that rivals OpenAI’s ChatGPT, Anthropic’s Claude AI, and Google’s Gemini could potentially make Grok a more mainstream LLM option. Don’t hesitate to contact us with news tips. Just send a message to simon@teslarati.com to give us a heads up.On Thursday, Wall Street indexes displayed a mixed performance, while U.S. benchmark Treasury yields barely moved after reaching their highest levels in months. This occurred during light trading post-Christmas, as uncertainties around President-elect Donald Trump's policies lifted gold prices, impacting market stability. Despite initial dips, U.S. stocks leveled off, interrupting a 'Santa Claus rally' sentiment. Analyst Peter Cardillo suggested the year-end rally could persist despite temporary setbacks, indicating a cautious anticipation of 2025's economic conditions influenced by geopolitical tensions and monetary adjustments by the Fed. Additional data showed slight deviations in new U.S. employment claims and ongoing claims, reflecting challenges for laid-off workers. Various global markets reacted diversely, with Japan's Nikkei advancing and European markets taking a holiday pause. (With inputs from agencies.)
Kaylene Smikle scored 16 points and made a couple key baskets down the stretch to help No. 10 Maryland women’s basketball hold off George Mason, 66-56, in a matchup of unbeatens Saturday at the Navy Classic in Annapolis. The Terps (7-0) led by just two when Smikle stole the ball and made a layup while being fouled. The free throw pushed the lead to 58-53. Then a putback by Smikle put Maryland up by seven. The Terps won despite shooting 13 of 26 on free throws. George Mason (6-1) trailed by 10 at halftime before outscoring Maryland 18-7 in the third quarter. The Patriots’ final lead was 49-48 in the fourth after a jumper by Kennedy Harris. Harris led George Mason with 26 points. Maryland is off to its best start since winning its first 12 games in 2018-19. The Patriots have lost all nine meetings with Maryland, but it’s been more competitive of late. The Terps won 86-77 last year, and this game was more competitive than the final score suggested. After a down season by their standards, the Terps are off to a nice start, but the free throw problems in this game nearly cost them. Related Articles With the score 55-53, George Mason had a chance to tie, but the Patriots never really recovered after Smikle swiped the ball from Harris and went the other way for a three-point play with 3:08 remaining. Although Maryland was awful at the line, at least the Terps got there. George Mason was only 3 of 8 from the stripe, and the Terps held the Patriots to 32% shooting from the field. Alumni Hall, Annapolis Sunday, 3:30 p.m. ESPN+Chandigarh: Punjab chief minister Bhagwant Mann on Tuesday announced the start of a recruitment drive to fill the backlog of vacant posts for persons with disabilities (PwD) in various departments. Chairing a review meeting of the social justice and child welfare department at his official residence, Mann said that the state govt had identified a backlog of vacant posts for PwDs across various departments of the state govt. He said that so far, 1,754 posts for direct recruitment and 556 posts for promotion were identified as a backlog for PwD, and officers were asked to expedite the process of filling these vacant posts. Mann also gave the nod for amending rules under the Rights of Persons with Disability Act, 2016, adding that this amendment of rules would help in safeguarding the rights of persons with disabilities. He said that recently, the state govt approved a free bus travel facility for dependents of the blind, and a notification in this regard would be issued shortly. Also, a 50% concession in fare was given to PwDs in Punjab Roadways and PRTC Buses, and during 2023-24, Rs 2.19 crore was spent, benefiting 7.5 lakh commuters. The CM said that the state govt covered 2.65 lakh disabled persons under the State Pension Scheme, and Rs 278.17 crore was disbursed to beneficiaries during 2024-25. We also published the following articles recently Vacant posts in govt schools to be filled soon: Minister Tamil Nadu's School Education Minister Anbil Mahesh Poyyamozhi announced imminent appointments to fill all vacant government school teacher positions. Over 3,000 BT assistant teacher appointments are pending due to a court case filed by a non-teaching staff union. Results for second-grade teacher exams have been released, and appointment letters will be issued soon. Occurrence, filling up of vacant posts continuous process: Centre on vacancies in government departments The central government is actively addressing vacant positions within its ministries and departments, emphasizing it as an ongoing process. Union Minister Jitendra Singh informed the Rajya Sabha that ministries are instructed to fill vacancies promptly. Recruitment drive to fill 8k posts in health dept Telangana's health department is on a hiring spree! To address staffing shortages in medical colleges, over 6,470 positions are currently being filled. A recent reshuffling of faculty between Hyderabad and outlying areas has paved the way for these new recruits. Stay updated with the latest news on Times of India . Don't miss daily games like Crossword , Sudoku , and Mini Crossword .
Article content If Game 1 of the second season of the PWHL is any indication, buckle up for even more physicality than the league provided in Year 1. Recommended Videos Toronto squeaked out a 3-1 win in a very physical season opener over Boston, but needed a power-play goal with just over a minute and a half remaining to push things in their favour. Hannah Miller was camped netside with Toronto on the power play and Hillary Knight in the penalty box after a dangerous boarding penalty left Renata Fast slow to get up. Miller was Janey on the Spot as a Daryl Watts rebound bounced directly to her and she made no mistake hitting the wide open net. Emma Maltais sealed it with an empty netter seconds later. Boston struck first in the game on the power play. With Maggie Connors off for a tripping minor, Boston’s big line of Knight, Alina Muller and Hannah Bilka converted very quickly with Knight taking a pass in the slot from Megan Keller and ripping one past Toronto goaltender Kristin Campbell on her low glove side. Toronto gave up just six power-play goals all of last season for an almost 92% success rate on the kill. Playing in Coca-Cola Coliseum, their new home which provides almost triple the number of seats they had at the Mattamy Athletic Centre last season, the Sceptres were cheered on by a near sellout crowd of 8,089. Boston’s physical play gave that crowd plenty of chances to get vocal. Four different Sceptres during the game – Noemi Neubauerova, Emma Maltais, Izzy Daniel and in the dying minutes Fast – all went down hard in the game and either stayed down or waited for a whistle before making their way to the bench. After the game, head coach Troy Ryan said he had checked on all his banged up players and none looked like they had sustained anything that would hold them back going forward. Fast, in fact, was back on the ice for the power play and wound up assisting on Miller’s game winner. Next up for Toronto is a road trip to Ottawa where they will take on the Charge on Tuesday night with a 7 p.m. puck drop. mganter@postmedia.com