Introduction: The rise of artificial intelligence (AI) in the workplace has prompted concerns about employee privacy and monitoring. In Michigan, a new legislative effort aims to establish guidelines for the responsible use of AI, especially in light of increasing surveillance measures. Here’s a closer look at the proposed RAISE Act and its implications for workers.
LANSING, Mich. — As artificial intelligence continues to expand and integrate into the workplace, a Michigan lawmaker is collaborating with unions to establish regulations around its use in job settings.
On Thursday, Burger King revealed that it is experimenting with AI through a chatbot assistant named “Patty.”
This tool gathers data on restaurant operations and offers information to employees. However, “Patty” also monitors how staff interact with customers, tracking their politeness and relaying this data to management.
To address concerns about such intrusive monitoring, Rep. Penelope Tsernoglou (D-East Lansing) introduced the Responsible AI Security for Employees Act, also known as the “RAISE Act.”
Tsernoglou commented, “In many cases, these tools do not accurately reflect employees’ job performance or productivity. The situation has escalated to an unreasonable level, necessitating regulation.”
A survey conducted by ExpressVPN revealed that 74% of U.S. employers are utilizing online monitoring tools, with 67% implementing methods like facial recognition and fingerprint scanning.
Supporters of the RAISE Act argue that the incorporation of AI has exacerbated issues surrounding workplace surveillance, with some reports indicating monitoring of employees’ bathroom breaks.
“Workers are currently feeling fearful,” said Ron Bieber, President of the Michigan AFL-CIO. “The economy is challenging for laborers, and this adds unnecessary stress. It’s essential to implement protections for workers on this front.”
The RAISE Act proposes specific guidelines for the application of monitoring tools by employers:
- Notice must be provided to employees
- Monitoring tools cannot be used in employment decisions
- Restrictions on the type of data that can be collected and its usage
- Employees would have the right to contest any claims made by AI
Tsernoglou elaborated, “AI has the potential to accomplish remarkable tasks, and certain metrics can indeed be valuable. However, there are many aspects that should not be monitored. We must pause, reflect on our methods, and assess whether they infringe on employee comfort and privacy.”
Unions believe that without proactive measures, workers could be overwhelmed by unchecked AI advancements.
“We aim to stay ahead of these developments as AI enters the workplace,” Bieber stated. “We cannot allow unrestricted use of AI that compromises workers’ freedoms without appropriate safeguards.”
Currently, the RAISE Act lacks Republican sponsorship, though some members are considering it.
Additionally, employers are being consulted regarding these initiatives.
Conclusion: As artificial intelligence becomes increasingly prevalent in the workplace, legislative efforts like the RAISE Act are crucial in ensuring that employee rights and privacy are safeguarded. It remains to be seen how these regulations will evolve and what impact they will have on both workers and employers in Michigan.
