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White House issues Executive Order on AI

08 Nov

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Update Applicable to:

All employers who research, develop, employ AI, or intend to in the future.

What happened?

On October 30, 2023, President Biden signed an Executive Order on the Safe, Secure, and Trustworthy Development and Use of Artificial Intelligence, aimed to manage AI risk and promote American innovation and leadership. The executive order is the next step in addressing the risks and opportunities presented by the new era of AI.

What do employers need to do?

Employers should review the resources provided. Employers should consult with their trusted employment attorney to see how these changes will impact their business and how employers can adapt.

What are the details?

The Executive Order is extensive in its breadth and is expected to shape federal policy surrounding AI, also being the federal government’s most ambitious attempt to date to corral this emerging technology.

Companies developing large AI models, Infrastructure as a Service (IaaS) providers lending their computing power for AI uses, government contractors, other entities in key industries (such as health care, financial services, housing, etc.), and companies already using or intending to use AI in business operations, should pay close attention to the requirements, programs, and reports that are issued under this Executive Order.

Some important points below:

  1. Directs Federal agencies to take action.
  2. Key focus on job discrimination.
  3. Creation of White House AI House Counsel
  4. New AI Safety and Security Board in the Department of Homeland Security (DHS).
  5. Fear Of Becoming Obsolete programs.
  6. Intellectual Property gets a special emphasis.
  7. Workforce and Labor training and AI talent.

“The executive order advances the voluntary requirements for AI policy that the White House set back in August, though it lacks specifics on how the rules will be enforced.” MIT Technology Review.

“Its provisions are vulnerable to court interdiction, legislative modification and abrogation by a new president.” Holland & Knight

For more information, please see the links below:

Law Firm Articles: Article 1, Article 2, Article 3

Official White House Executive Order

News: Article 1

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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