Gardado en:
| Autor Principal: | |
|---|---|
| Formato: | Recurso digital |
| Idioma: | inglés |
| Publicado: |
Zenodo
2025
|
| Acceso en liña: | https://doi.org/10.5281/zenodo.15746821 |
| Tags: |
Engadir etiqueta
Sen Etiquetas, Sexa o primeiro en etiquetar este rexistro!
|
Table of Contents:
- <p><em><span>The integration of Artificial Intelligence in workplaces across various sectors will have profound effects on the labor and employment landscape. The implementation of AI technologies by companies could result in the replacement of human workers, raising issues regarding employers' responsibilities to notify in advance, act with caution, and offer alternative job opportunities. Even with the simultaneous presence of human and automated labor, significant transformations in the dynamics of employer-employee relationships are anticipated, along with changes to the structure of Trade Unions and the methods of collective negotiation. Worries regarding employee privacy and the use of AI systems for hiring or monitoring continue to be a controversial topic, and in the absence of proper regulations, could lead to unwarranted infringements on privacy. The consequences of artificial intelligence on labor and employment law are briefly covered in this research paper, which also suggests practical and tangible changes to facilitate a seamless transition to an AI-enabled workplace. In order to guarantee human control and supervision over the collective bargaining process, it suggests amending the definitions of employer and employee and adding a provision. Additionally, it suggests imposing a responsibility of restraint on the employer and introducing safeguards to protect workers from being arbitrarily fired for technological reasons. In line with recent advancements in other jurisdictions, it also suggests legislative changes to regulate the use of AI systems in hiring by employers.</span></em></p>