In the rapidly evolving landscape of technology, particularly with the advent of artificial intelligence (AI), a Michigan lawmaker is advocating for regulations to ensure fair usage of AI tools in the workplace. As companies like Burger King introduce AI-driven solutions, concerns about employee surveillance and privacy are coming to the forefront.
LANSING, Mich. — With artificial intelligence spreading rapidly and becoming bigger than ever when at work, one Michigan lawmaker is joining forces with unions to put some rules on how AI can be used at your job.
Recently, Burger King announced its foray into AI with a chatbot assistant named “Patty.” This innovative tool collects data on restaurant operations and provides information to employees. However, it also monitors how workers interact with customers, tracking their politeness and sharing assessments with management.
In response to such surveillance practices, Rep. Penelope Tsernoglou (D-East Lansing) has introduced the Responsible AI Security for Employees Act, known as the “RAISE Act.” Tsernoglou expressed concerns over the effectiveness of these monitoring methods: “In many cases, that doesn’t accurately reflect how well employees are performing their jobs or their productivity. It’s spiraling out of control, and it’s crucial that we implement regulations.”
A recent survey by ExpressVPN revealed that 74% of U.S. employers utilize online monitoring tools, while 67% have incorporated facial recognition and fingerprint scanning technologies. Supporters of the RAISE Act argue that AI exacerbates the existing challenges, with some even going so far as to monitor bathroom breaks.
“Workers are feeling anxious right now,” stated Ron Bieber, President of the Michigan AFL-CIO. “The economy isn’t favorable for working individuals, and this adds to their stress. We need to ensure protections for workers regarding this issue.”
The RAISE Act aims to establish clear guidelines governing the use of monitoring tools by employers:
- Mandating prior notice to employees
- Prohibiting the use of monitoring data in employment decisions
- Restricting the type of data employers can collect and its intended use
- Allowing employees to contest any claims made by AI systems
Tsernoglou acknowledged, “AI can offer remarkable capabilities and can track certain elements. However, there are aspects that should simply not be monitored. We need to pause, assess our actions, and consider whether they are causing discomfort for employees or infringing on their privacy.”
Unions, recognizing the urgency of the situation, emphasize the necessity for proactive measures. “We want to preemptively manage these developments rather than allowing unchecked AI implementations that could infringe upon workers’ freedoms,” Bieber remarked.
At this stage, the RAISE Act has yet to receive support from any Republican lawmakers, though some are currently reviewing its provisions. Employers are also being consulted to ensure a balanced approach.
As AI continues to shape the business environment, initiatives like the RAISE Act are pivotal in safeguarding employee rights and fostering a fair workplace. Without proper regulations, the potential for misuse of technology could overshadow its benefits.
