Is employment or dismissal an algorithm? –Urgent need to utilize AI in the workplace and create rules

Algorithms used in the workplace are making important decisions that affect our lives. Nevertheless, current law does not protect workers from injustice and discrimination resulting from these algorithms. The British Trades Union Congress (TUC) warned on March 25 local time that there were “major flaws” in English law regarding the deployment of artificial intelligence (AI) in the workplace, and various damages caused by the algorithm. Insisted that urgent legislative changes were needed to keep the company out of reach of employees. These TUC recommendations include mechanisms that ensure that workers know what technologies can affect them, and the imperfections made by AI systems. It includes establishing the right to challenge fair or discriminatory decisions. The TUC manifesto was prepared with lawyers familiar with employment rights issues and was published with a report concluding that employment law has not kept pace with the rapid expansion of AI use in the workplace. AI is harmless depending on how it is used, and it also improves productivity. For example, it would be difficult to challenge an app that offers a route that connects two points in the shortest amount of time for a driver driving a delivery truck. However, there are many cases where algorithms make important and potentially life-changing decisions about employees. And according to TUC, even these scenarios are not regulated or monitored. “There are a number of situations that could lead to unfair treatment,” Tim Sharp, TUC’s lead on employment rights issues, told ZDNet: “A series of appropriate steps to keep up with the spread of technology. We need to put in place rules to ensure benefits to work and to minimize the risk of mistreatment. ” The algorithm is currently tasked with making decisions and notifying what TUC considers to be “high risk”. For example, some AI models are used to determine which employees should be fired. There was also a problem with the automated absentee management system. This is because there were cases where the work performance was unfairly evaluated as a result of technology making a false judgment that an employee was absent. In one of the most compelling cases, AI tools are used in the first stages of the hiring process in new jobs, where algorithms collect key resume information and even perform background checks. And I was analyzing the applicant’s data. As an easy-to-understand example of how things can go wrong, when Amazon introduced this type of technology, it turned out that women’s resumes were unreasonably undervalued, and they hurriedly stopped. I can give you a case.