Independent and neutral resources for effective, efficient arbitration hearings in New York City
Your client’s hiring platform just rejected 10,000 applicants. A performance algorithm flagged dozens of employees for termination. An AI assessment tool screened out an entire demographic group. And now you’re facing a discrimination claim—except this time, no human made the decision.
Welcome to the new frontier of employment law.
Artificial intelligence is fundamentally transforming workplace decision-making. Résumé screeners. Video interview analyzers. Predictive performance tools. These systems now influence who gets hired, promoted, disciplined, and fired—often operating as black boxes that even their creators struggle to explain.
When things go wrong, the legal questions are unlike anything we’ve seen before: How do you prove discriminatory intent when there was no human intent at all? What does “reasonable accommodation” mean when an algorithm controls access? Who’s liable when the vendor, the employer, and the data scientist all point fingers at each other?
Recent litigation has exposed the stakes. Class actions targeting algorithmic hiring platforms are multiplying. Regulators at every level are scrambling to catch up. And employers are discovering that “the AI told me to do it” is not a legal defense.
