Washington Shake-Up: Vice President Harris to Lead Democratic Nomination for 2024 Presidency

Following President Biden’s withdrawal from the 2024 presidential race on Sunday, the nation’s capital has experienced another political shock, leading to swift mobilization within the Democratic Party. President Biden quickly endorsed Vice President (VP) Kamala Harris as the Democratic nominee, triggering a rapid wave of support from Congressional leaders, governors, stakeholders, and party donors including former Speaker Nancy Pelosi (D-CA), Senate Majority Leader Chuck Schumer (D-NY), House Democratic Leader Hakeem Jeffries (D-NY), all 24 Democratic governors, EMILYs List, and the United Auto Workers.

VP Harris has secured enough backing from Democratic delegates to clinch her party’s nomination to challenge former president Donald Trump in November. With the election a little over 100 days away, we have highlighted VP Harris’ stance on key issues during her tenure in Congress and her 2020 Presidential bid.

Technology

VP Harris is very familiar with the tech industry due to her roots in Silicon Valley as San Francisco’s district attorney, and her subsequent roles as Attorney General and US Senator from California. Although she hasn’t called for the breakup of big tech like some of her former colleagues in the Senate, she has criticized tech CEOs for the data privacy practices and targeted advertising tactics that their companies deploy, and voiced support for general regulation of big tech firms. In the White House, she serves as President Biden’s lead on AI initiatives and has actively promoted policies aimed at mitigating AI risks such as algorithmic bias, disinformation, and privacy concerns, while maximizing its benefits for Americans.

Climate Change

VP Harris has a long history of challenging the oil industry for its role in pollution and is likely to take it a step further than President Biden in tackling climate change. In the 2020 Presidential race, Harris proposed a $10 trillion climate plan aimed at achieving a carbon-neutral US economy by 2045, featuring initiatives such as a climate pollution fee and the elimination of fossil fuel subsidies.

In the Senate, Harris authored legislation that would have authorized grants to fund projects that address the specific climate-related challenges faced by vulnerable communities and invest in critical upgrades to the nation’s water infrastructure.

As California’s attorney general, VP Harris brought lawsuits against major oil companies, including British Petroleum (BP) for failing to stop underground storage tanks from leaking gasoline at 800 sites across the state, and also filed an investigation into ExxonMobil over its climate change disclosures.

Health Care

Maternal health was at the forefront of Harris’ health care priorities during her tenure in the Senate and has continued in her current role as Vice President. She sponsored landmark legislation such as the Black Maternal Health Momnibus Act, aimed at tackling the crisis facing Black maternal health care. This legislation enhances data collection, expands access to prenatal, postpartum, and doula care in underserved communities, promotes implicit bias training for health care professionals, and funds research and innovation to improve health outcomes and reduce disparities for Black women. Although the bill was not enacted, it remained a priority in both chambers of Congress after Harris’ departure from the Senate. It is also the centerpiece bill of the Congressional Black Maternal Health Caucus. Harris also championed legislation aimed at addressing the impact of uterine fibroids on women’s health through initiatives such as research funding, patient support tactics, and health care provider training. Additionally, she supported legislation to establish a loan repayment program for mental health professionals working in areas with critical workforce shortages.

In her 2020 presidential campaign, Harris introduced a health care plan that proposed a gradual transition toward Medicare-for-All over a decade. Her plan allowed individuals and employers to initially buy into Medicare while maintaining strict regulations for private insurance options. She also consistently opposed efforts to restrict access to reproductive health care services.

Tax

With numerous tax provisions under former President Trump’s Tax Cuts and Jobs Act set to expire in 2025, all eyes are on VP Harris’ anticipated tax policy proposals. During her tenure in Congress, she championed a significant tax reform bill that would have introduced the LIFT credit—a refundable tax credit of $3,000 for single filers and $6,000 for married couples—benefiting a large portion of middle- and working-class Americans. Unlike the Earned Income Tax Credit (EITC), this credit’s amount would not depend on the number of children reported on a taxpayer’s return but would phase out as income increased. Harris emphasized that this credit aimed to boost families’ after-tax income to help them cope with rising living costs.

Additionally, she sponsored legislation in Congress aimed at protecting workers from harassment and discrimination, funding earthquake mitigation efforts, and providing housing assistance to low-income families. During her 2020 presidential campaign, Harris advocated strongly for repealing Trump’s tax law. She proposed implementing a financial transaction tax to expand Medicare coverage and advocated for taxing capital gains as part of her broader economic platform.

A Look Ahead

With midterm elections looming in the House and 33 Senate seats up for election, the impact of VP Harris’ nomination on Congressional races will be watched closely. As the first woman of color and the highest-ranking woman in US history to hold the office of Vice President, Harris’ nomination marks a pivotal moment in American politics. It may influence voter behavior, candidate strategies across the aisle, and the broader political landscape leading up to the November elections.

The Democratic National Convention (DNC) is scheduled to be held in Chicago, Illinois, from August 19 to August 22. However, due to upcoming state ballot deadlines which precede the convention date, a virtual roll call where delegates formally select Kamala Harris as the nominee will conclude by August 7. Harris is expected to choose her running mate in the coming days, as her campaign team has sent vetting materials to Arizona Sen. Mark Kelly, Michigan Gov. Gretchen Whitmer, Minnesota Gov. Tim Walz, North Carolina Gov. Roy Cooper, and Pennsylvania Gov. Josh Shapiro.

©1994-2024 Mintz, Levin, Cohn, Ferris, Glovsky and Popeo, P.C. All Rights Reserved.
For more on the 2024 Election, visit the NLR Election Law Legislative News section

This Michigan Supreme Court Case Has the Potential to Guide Drone and Air Rights Law for the Nation

While at first glance the Michigan Supreme Court case of Long Lake Township v. Maxon, appears to be a simple zoning dispute with a Fourth Amendment twist, the real impact of the case may ultimately fall on drones and air rights law, particularly the rights of landowners to exclude drones from flying in the airspace immediately above their land, and relatedly the ability of state and municipal governments to regulate such flights.

The history of the case is straightforward. When the Michigan municipality of Long Lake Township sought to enforce a zoning ordinance against Todd Maxon, Mr. Maxon asked the trial court to exclude all evidence obtained by flying a drone over Mr. Maxon’s land. After the trial court refused to exclude the evidence on the grounds that the photographs did not violate the Fourth Amendment, an appellate court ruled that the Fourth Amendment issue was irrelevant because a legal proceeding to enforce a local zoning ordinance is not required to exclude evidence obtained in violation of the Fourth Amendment (the requirement to exclude such evidence is known as the “exclusionary rule”).

Now, we await the Michigan Supreme Court’s decision as to whether the exclusionary rule applies, and if so, whether the use of the drone to inspect Mr. Maxon’s land for zoning compliance violated the Fourth Amendment’s prohibition of unreasonable searches.

A decision on that second question will center on landowners’ right to exclude drones from the airspace immediately above their land, because a warrantless search violates the Fourth Amendment if there is a reasonable expectation of privacy in the searched area that society recognizes as reasonable. It follows then, that, if a landowner has no legal right to exclude drones from flying over his or her land, then it would be inherently unreasonable to expect privacy in portions of their property that can be observed from such public drone flight paths above their land, as courts routinely rule that there cannot be a reasonable expectation of privacy in land that can be observed from adjacent, publicly-accessible space.

As drone technology developed from a curious, niche hobby into a potential billion-dollar business with the ability to change the way packages are delivered to our homes and offices, legal debates quickly followed about whether all airspace above the blades of the grass constitutes “publicly navigable airspace” that is beyond the control of the landowners below, or if those landowners maintain some residual control over some airspace above their land. A decision from the Michigan Supreme Court on this issue would be one of the highest level state or federal courts to confront this question.

Hopefully, the exclusionary rule will not prevent a thorough analysis of the issue, as its resolution will ultimately be necessary to confirm the permissibility of local government regulation of the time, place, and manner of drone flights, and landowners’ airspace control rights, and only when those questions are resolved will drone technology be able to fully flourish in the United States as part of a legal regime that acknowledges and respects the traditional property rights of landowners.

This is a bellwether. This decision will affect the course of not just Michigan, but all of America about how it treats drone surveillance.
Copyright 2024 Goulston & Storrs PC.
For more news on Drone Air Regulations and Zoning Rights, visit the NLR Real Estate section.

It’s a Cruel Summer (for Employers Still Facing Uncertainty of Looming Federal Trade Commission Noncompete Rule)

Summer 2024 may be remembered for its uncertainty. On top of the surprises in political campaigns and the Supreme Court’s overruling of decades-old precedents, employers nationwide still face uncertainty with the FTC’s looming rule banning the vast majority of employee noncompetes across the United States. This uncertainty was underscored on Tuesday, July 23, 2024, when a federal judge in Pennsylvania declined to enjoin the FTC’s Noncompete Rule (the “Rule”) from taking effect September 4, 2024.

What will happen in September remains unclear, as the nation still awaits a final ruling next month from U.S. District Judge Ada Brown of the Northern District of Texas. On July 3, 2024, Judge Brown temporarily enjoined the Rule, but only for the named plaintiffs — not nationwide.

One thing is certain: Without a nationwide vacatur of the Rule or an injunction against its enforcement, employers will face further uncertainty.

Back in the Northern District of Texas, Plaintiff Ryan LLC and Intervenor U.S. Chamber of Commerce filed briefs this week requesting that Judge Brown’s injunction against the Rule be expanded nationwide. They argued that expanding the injunction nationally would “spare tens of thousands of American businesses the illegal burdens imposed by the rule,” promptly conclude litigation, and avoid “a torrent of lawsuits.”

The FTC’s responsive brief in Texas is expected late next week, with a final ruling from Judge Brown expected on or before August 30, 2024.

What Should Employers Be Doing Now?

Our advice from the July 5, 2024, article remains relevant — for now. We will continue monitoring developments in the courts and providing updates on best practices.

  • Get ready to distribute the required notices informing employees that their noncompetes will no longer be enforced. The Noncompete Rule requires notifying current and former employees that their noncompete agreements will not be — and cannot be — enforced going forward, with notice being provided at the employees’ last known street address, email address, or phone number. For large employers, this could be a significant undertaking to prepare. Since no courts have stopped the FTC rule from taking effect on a nationwide basis, it would be prudent for employers to start gathering all the information they would need to comply with the notice requirement. That said, employers should still wait until after further action is taken by the courts, or in another one of the cases challenging the Rule, before sending the notices.
  • Businesses should explore whether they might have other ways to accomplish some of the same goals as noncompetes, such as nondisclosure agreements or fixed-duration employment contracts.
  • Businesses should review their other restrictive covenants, including non-solicitation and no-hire clauses, to ensure those clauses are narrowly tailored to protect their legitimate interests, thereby reducing the risk that they will be challenged as being within the Rule’s catchall provision prohibiting terms that “function[ ] to prevent” a worker from working for a different company after employment.
  • Businesses should have confidentiality agreements in place with employees and should prepare for a potential wave of trade secret litigation as employees are increasingly enticed to leave their employment to work for competitors. This means businesses will need to be prepared for increased costs of data and forensic work that are generally prevalent in trade secret and confidentiality litigation matters.
  • It may be time for businesses potentially impacted by the Rule to substantively review their existing agreements and policies as described in the points above and get started on drafting replacement forms of agreements that will comply with the Rule — if it goes into effect.
© 2024 Foley & Lardner LLP
For more news on the Looming Federal Trade Commission Noncompete Rule, visit the NLR Antitrust Trade Regulation and Labor Employment sections.

Relying on Noncompete Clauses May Not Be the Best Defense of Proprietary Data When Employees Depart

Much of the value of many companies often is wrapped up with and measured by their intellectual property (IP) portfolios. Some forms of IP, such as patents, are known by the public. Others derive their value from being hidden from the public. Many companies, for example, have gigabytes of data or “know-how” that may be worth millions, but only to the extent that they remain secret. This article discusses some ways to keep business information confidential when an employee who has had access to that information leaves the company.

Many companies traditionally turned to employment agreements, specifically noncompete clauses, to protect proprietary competitive information. The legality of noncompetes is in question following the Federal Trade Commission’s (FTC’s) ban on them, which is being challenged in court by the U.S. Chamber of Commerce, causing confusion and concerns about protecting information via noncompete agreements. As covered in Wilson Elser’s prior articles* on this subject, the timeline of the FTC rule in question was as follows:

  • The FTC promulgated new rules to take effect in September 2024 banning all noncompete agreements.
  • The U.S. Supreme Court overturned the 40-year-old method of reviewing agency rules (Chevron Deference), throwing all agency rules, including the FTC’s rule on noncompetes, into question.
  • The District Court for the Northern District of Texas preliminarily enjoined the FTC from enforcing its new rule banning noncompetes.

After this flurry of activity, noncompetes are, for now, not banned. But do they offer an effective solution for businesses seeking to protect their proprietary information?

Noncompete Clauses Are Not Always Effective
Vortexa, Inc. v. Cacioppo, a June 2024 case from the District Court for the Southern District of New York, illustrates the limitations of noncompete clauses in employment agreements. That case presents the familiar fact pattern of an employee leaving and going to work for a competitor. With some evidence of the employee’s access to proprietary competitive information in hand (but no evidence of actual misappropriation), the former employer sought a preliminary injunction to prevent the employee from working for the competitor for one year, the term stated in the noncompete clause in the employee’s contract with the former employer. The contract also included common non-disclosure and confidentiality clauses.

Absent evidence of actual misappropriation, the plaintiff employer relied on the “Inevitable Disclosure” doctrine, which assumes that a departing employee will inevitably disclose confidential information when they go work for a competitor. The court refused to apply this doctrine, explaining that inevitable disclosure may substitute for actual evidence of misappropriation only when the information is a trade secret. Here, none of the information about which the former employer was concerned was a trade secret.

The proprietary information that the former employee had was pricing data, marketing strategies and “intricacies of the business.” These types of information do not, in and of themselves, constitute trade secrets. In addition, the information was not afforded trade secret treatment because (1) some of it was ascertainable by the competitor without reference to the first employer’s information; (2) the companies sell different products; (3) some of the information was developed without the expenditure of a good deal of money and effort; (4) some of the information was provided to clients without a non-disclosure agreement; (5) some of the information was shared on company-wide collaboration channels; and (6) “google drive log records show that [the former employee] opened and viewed these documents, which underlines the lack of security protecting this purportedly confidential information.”

Most of these reasons for the information not being accorded trade secret status cannot be changed by any action of the employer. For example, if information can be generated by means independent of the first employer, that information cannot be protected by trade secret law and nothing the first employer can do will change that after the fact. However, any business seeking to protect its valuable competitive information can change the way that it secures, protects and manages access to its competitive information, and this may be enough to ensure that its information is protected by trade secret law.

What Businesses Should Do to Protect Their Proprietary Competitive Information
Generally, proprietary competitive information can be protected as a trade secret by operation of law or via contract. In many cases, the “boots and suspenders” approach is best – the information should be protected both by contract and by meeting the requirements for protection under trade secret law. As described, a contract alone is sometimes ineffective, so information that derives its value from not being generally known to the public should also be treated in such a manner that the courts would see it as being a trade secret.

Specifically, for something to qualify for trade secret protection under federal and state statues and common law, it must be securely kept and carefully protected from disclosure. Some easy ways to protect information are to (1) restrict access to folders on a company’s internal computer systems, (2) physically lock rooms that contain hard copies and (3) have computers lock automatically when not accessed for set time periods. Protecting information via noncompete, confidentiality and non-disclosure contractual obligations is another way to ensure that information remains secret, such that it is protected under trade secret law. Internal policies on how information may be shared with third parties, such as clients, also are helpful evidence of trade secret treatment. In addition, the business may consider maintaining records on the time, effort and monetary expenditures required to develop proprietary information, which should allow the business to demonstrate that making such information freely available to a competitor is fundamentally unfair.

In some cases, information protected as a trade secret may be the most valuable IP that a company owns. But the value can easily be lost if the company does not properly secure the information. Different scenarios call for different methods of security, and a good rule of thumb to protect information from disclosure by a departing employee is to protect this information both by contract and as a trade secret.

The first step for any business is to think through their overall data protection strategy and consult with experienced intellectual property counsel to put appropriate protections in place.

© 2024 Wilson Elser
For more news on Proprietary Business Data, visit the NLR Intellectual Property section.

Pennsylvania Federal Court Declines to Preliminarily Enjoin FTC Rule Banning Non-Competes

Earlier today (July 23, 2024), Judge Hodge in the U.S. District Court for the Eastern District of Pennsylvania denied a tree care company’s motion to stay the effective date and preliminarily enjoin the Federal Trade Commission’s (“FTC”) proposed final rule (“Final Rule”) banning nearly all non-competes. ATS Tree Services, LLC v. Federal Trade Commission, No. 2:24-cv-01743-KBH (E.D. Pa.). The decision comes in the wake of the U.S. District Court for the Northern District of Texas’ July 3, 2024 ruling to the contrary in Ryan LLC v. Federal Trade Commission, No. 3:24-cv-00986-E, which stayed the Final Rule’s effective date as to the plaintiffs in that case, but had no nationwide effect.

The Pennsylvania Court’s Decision

The Pennsylvania court denied Plaintiff ATS Tree Services, LLC’s (“ATS”) request for a preliminary injunction based on its conclusion that the company failed to establish that it (i) would suffer irreparable harm if injunctive relief was not issued; and had a reasonable likelihood of succeeding on the merits of its claims.

ATS argued it would be harmed by incurring “nonrecoverable efforts to comply” with the Rule, and by losing “the contractual benefits from its existing non-compete agreements.” ATS described its nonrecoverable compliance costs as: costs associated with notifying its twelve employees of the change in accordance with the Rule’s notice provision; the costs and efforts to “review and modify [its] business strategy”; and the unquantifiable costs and efforts of altering its specialized training program. But court found these either insufficient or too speculative to support injunctive relief. ATS further argued it would face the risk that its employees would leave and transfer confidential information to direct competitors. The court found these risks too speculative.

ATS also unsuccessfully argued that it would succeed on the merits because, it asserted, the FTC lacks substantive rulemaking authority under its enabling statute, the FTC exceeded its authority, and Congress unconstitutionally delegated legislative power to the FTC. The court rejected each argument. The court further found that the “major questions doctrine” did not apply, because the Final Rule falls within the FTC’s core mandate, and the FTC has previously used its Section 6(g) rulemaking power in similar ways to the Final Rule.

Looking Forward

The Pennsylvania court’s decision did not analyze the Ryan decision, which reached contrary conclusions. It is likely that the dispute will ascend to the Third and Fifth Circuits, respectively. Notably, the Ryan court has indicated that it intends to issue a final judgment on the merits by August 30, 2024, which is likely to be appealed, and the Final Rule is scheduled to become effective by September 4, 2024.

© 2024 Proskauer Rose LLP.
For more news on the Eastern District of Pennsylvania’s decision in ATS Tree Services, LLC v. Federal Trade Commission, visit the NLR Antitrust Trade Regulation section.

Michigan Supreme Court Expands Employer Exposure to Public Policy Retaliation Claims

In Michigan, various state employment laws prohibit employers from retaliating against employees. But can an employee pursue a public policy retaliation claim against the employer in addition to a statutory retaliation claim?

On July 22, 2024, the Michigan Supreme Court ruled that anti-retaliation provisions in two important workplace safety laws—the federal Occupational Safety and Health Act (“OSHA”) and Michigan’s Occupational Safety and Health Act (“MIOSHA”)—do not preclude a plaintiff from also asserting a violation of public policy in court. Stegall v. Resource Technology Corp (Case No. 165450, decided July 22, 2024).

Cleveland Stegall, an IT specialist working at FCA through the staffing agency Resource Technology, complained internally about asbestos insulation issues at the assembly plant and threatened to file complaints with the government. He was subsequently terminated. Stegall sued both entities for wrongful discharge under OSHA and MIOSHA’s anti-retaliation provisions, as well as termination in violation of public policy.

At-will employees generally may be terminated for any reason (or no reason at all). But one exception to this rule is that certain terminations violate public policy and therefore create an actionable legal claim. This includes firings for “failure or refusal to violate a law” or exercising a right conferred by the Michigan Legislature.

Both the trial court and the Court of Appeals dismissed Stegall’s public policy claim because they concluded that the OSHA and MIOSHA laws already forbid retaliation. The Michigan Supreme Court reversed. It reasoned that the remedies under OSHA and MIOSHA are insufficient, pointing to the truncated 30-day period to file a complaint with the relevant government agency, the discretion granted to the respective investigating agency, and the employee’s lack of control over what occurs after a complaint has been filed. See 29 U.S.C. §660(c)(2) and MCL 408.1065(2).

What does this case mean for employers? The Michigan Supreme Court’s decision provides another avenue for employees to pursue retaliation claims, particularly where the employee raises workplace safety concerns. It is unclear, however, whether courts will extend this ruling and allow employees to pursue public policy wrongful discharge claims if the employee is also seeking relief under another anti-retaliation statute.

© 2024 Miller, Canfield, Paddock and Stone PLC
For more news on Employer Anti-Retaliation Lawsuits, visit the NLR Labor & Employment section.

FTC/FDA Send Letters to THC Edibles Companies Warning of Risks to Children

Earlier this week, the Federal Trade Commission (FTC) and Food and Drug Administration (FDA) sent cease-and-desist letters to several companies warning them that their products, which were marketed to mimic popular children’s snacks, ran the risk of unintended consumption of the Delta-8 THC by children. In addition to the FDA’s concerns regarding marketing an unsafe food additive, the agencies warned that imitating non-THC-containing food products often consumed by children through the use of advertising or labeling is misleading under Section 5 of the FTC Act. The FTC noted that “preventing practices that present unwarranted health and safety risks, particularly to children, is one of the Commission’s highest priorities.”

The FTC’s focus on these particular companies and products shouldn’t come as a surprise. One such company advertises edible products labelled as “Stoney Ranchers Hard Candy,” mimicking the common Jolly Ranchers candy, and “Trips Ahoy” closely resembling the well-known “Chips Ahoy.” Another company advertises a product closely resembling a Nerds Rope candy, with similar background coloring, and copy-cats of the Nerds logo and mascot. This is not the first time the FTC has warned companies about the dangers of advertising products containing THC in a way that could mislead consumers, particularly minors. In July of 2023, the FTC sent cease-and-desist letters to six organizations for the same violations alleged this week – there companies copied popular snack brands such as Doritos and Cheetos, mimicking the brands’ color, mascot, font, bag style, and more.

This batch of warning letters orders the companies to stop marketing the edibles immediately, to review their products for compliance, and to inform the FTC within 15 days of the specific actions taken to address the FTC’s concerns. The companies also are required to report to the FDA on corrective actions taken.

Copyright © 2024, Hunton Andrews Kurth LLP. All Rights Reserved.
For more on Cannabis, visit the NLR Biotech Food Drug section

Full Steam Ahead: NLRB Top Lawyer Signals Continued Focus On Injunction Actions

Last month, the U.S. Supreme Court issued a decision in Starbucks v. McKinney clarifying the standards courts must use when evaluating requests by the National Labor Relations Board (NLRB) for injunctive relief under Section 10(j) of the National Labor Relations Act (NLRA). Many view this as, at least in some jurisdictions, heightening the standard the agency must meet in these cases.

NLRB General Counsel Jennifer Abruzzo issued a memo on July 16 noting this ruling will not affect how her office views Section 10(j) cases. According to the press release, “General Counsel Jennifer Abruzzo reaffirmed her commitment to seeking Section 10(j) injunctions after the Supreme Court’s recent decision in Starbucks Corp. v. McKinney, which set a uniform four-part test applicable to all Section 10(j) injunction petitions.”

The statement then goes on to note, “General Counsel Abruzzo explained that, while the Supreme Court’s decision in Starbucks Corp. provides a uniform standard to be applied in all Section 10(j) injunctions nationwide, adoption of this standard will not have a significant impact on the Agency’s Section 10(j) program as the Agency has ample experience litigating injunctions under that standard and has a high rate of success in obtaining injunctions under the four-part test — a success rate equivalent to or higher than the success rate in circuit courts that applied the two-part test.”

Employers should take note, as the NLRB does indeed have a high success rate when seeking these injunctions against employers. For example, in fiscal year 2020, the agency prevailed in every 10(j) case it brought. These actions can be costly from a time and resources perspective for companies, as they are then forced to defend against alleged labor violations before both the NLRB and in federal court simultaneously.

Accordingly, while the recent Supreme Court ruling did offer a uniform standard and clarity around the legal framework for 10(j) cases, it appears this won’t cause a dip in the amount of such matters the NLRB brings.

© 2024 BARNES & THORNBURG LLP
For more news on NLRB Injunction Actions, visit the NLR Labor & Employment  section.

EU Publishes Groundbreaking AI Act, Initial Obligations Set to Take Effect on February 2, 2025

On July 12, 2024, the European Union published the language of its much-anticipated Artificial Intelligence Act (AI Act), which is the world’s first comprehensive legislation regulating the growing use of artificial intelligence (AI), including by employers.

Quick Hits

  • EU published the final AI Act, setting it into force on August 1, 2024.
  • The legislation treats employers’ use of AI in the workplace as potentially high-risk and imposes obligations for their use and potential penalties for violations.
  • The legislation will be incrementally implemented over the next three years.

The AI Act will “enter into force” on August 1, 2024 (or twenty days from the July 12, 2024, publication date). The legislation’s publication follows its adoption by the EU Parliament in March 2024 and approval by the EU Council in May 2024.

The groundbreaking AI legislation takes a risk-based approach that will subject AI applications to four different levels of increasing regulation: (1) “unacceptable risk,” which are banned; (2) “high risk”; (3) “limited risk”; and (4) “minimal risk.”

While it does not exclusively apply to employers, the law treats employers’ use of AI technologies in the workplace as potentially “high risk.” Violations of the law could result in hefty penalties.

Key Dates

The publication commences the timeline of implementation over the next three years, as well as outline when we should expect to see more guidance on how it will be applied. The most critical dates for employers are:

  • August 1, 2024 – The AI Act will enter into force.
  • February 2, 2025 – (Six months from the date of entry into force) – Provisions on banned AI systems will take effect, meaning use of such systems must be discontinued by that time.
  • May 2, 2025 – (Nine months from the date of entry into force) – “Codes of practice” should be ready, giving providers of general purpose AI systems further clarity on obligations under the AI Act, which could possibly offer some insight to employers.
  • August 2, 2025 – (Twelve months from the date of entry into force) – Provisions on notifying authorities, general-purpose AI models, governance, confidentiality, and most penalties will take effect.
  • February 2, 2025 – (Eighteen months from the date of entry into force) – Guidelines should be available specifying how to comply with the provisions on high-risk AI systems, including practical examples of high-risk versus not high-risk systems.
  • August 2, 2026 – (Twenty-four months from the date of entry into force) – The remainder of the legislation will take effect, except for a minor provision regarding specific types of high-risk AI systems that will go into effect on August 1, 2027, a year later.

Next Steps

Adopting the EU AI Act will set consistent standards across the EU nations. Further, the legislation is significant in that it is likely to serve as a framework for AI laws or regulations in other jurisdictions, similar to how the EU’s General Data Protection Regulation (GDPR) has served as a model in the area of data privacy.

In the United States, regulation of AI and automated decision-making systems has been a priority, particularly when the tools are used to make employment decisions. In October 2023, the Biden administration issued an executive order requiring federal agencies to balance the benefits of AI with legal risks. Several federal agencies have since updated guidance concerning the use of AI and several states and cities have been considering legislation or regulations.

© 2024, Ogletree, Deakins, Nash, Smoak & Stewart, P.C., All Rights Reserved.
For more news on the EU AI Act, visit the NLR Communications Media Internet section.

The Economic Benefits of AI in Civil Defense Litigation

The integration of artificial intelligence (AI) into various industries has revolutionized the way we approach complex problems, and the field of civil defense litigation is no exception. As lawyers and legal professionals navigate the complex and often cumbersome landscape of civil defense, AI can offer a transformative assistance that not only enhances efficiency but also significantly reduces client costs. In this blog, we’ll explore the economic savings associated with employing AI in civil defense litigation.

Streamlining Document Review
One of the most labor-intensive and costly aspects of civil defense litigation is the review of vast amounts of discovery documents. Traditionally, lawyers and legal teams spend countless hours sifting through documents to identify and categorize relevant information, a process that is both time-consuming and costly. AI-powered tools, such as Large Language Models (LLM) can automate and expedite this process.

By using AI to assist in closed system document review, law firms can drastically cut down on the number of billable hours required for this task. AI assistance can quickly and accurately identify relevant documents, flagging pertinent information and reducing the risk of material oversight. This not only speeds up the review process and allows a legal team to concentrate on analysis rather than document digest and chronology, but significantly lowers the overall cost of litigation to the client.

By way of example – a case in which 50,000 medical treatment record and bills must be analyzed, put in chronology and reviewed for patient complaints, diagnosis, treatment, medial history and prescription medicine use, could literally take a legal team weeks to complete. With AI assistance the preliminary ground work such as document organization, chronologizing complaints and treatments and compiling prescription drug lists can be completed in a matter of minutes, allowing the lawyer to spend her time in verification, analysis and defense development and strategy, rather than information translation and time consuming data organization.

Enhanced Legal Research
Legal research is another growing area where AI can yield substantial economic benefits. Traditional legal research methods involve lawyers poring over case law, statutes, and legal precedents to find those cases that best fit the facts and legal issues at hand. This process can be incredibly time-intensive, driving up costs for clients. Closed AI-powered legal research platforms can rapidly analyze vast databases of verified legal precedent and information, providing attorneys with precise and relevant case law in a fraction of the time. Rather than conducting time consuming exhaustive searches for the right cases to analysis, a lawyer can now stream line the process with AI assistance by flagging on-point cases for verification, review, analysis and argument development.

The efficiency of AI-driven legal research can translate into significant cost savings for the client. Attorneys can now spend more time on argument development and drafting, rather than bogged down in manual research. For clients, this means lower legal fees and faster resolution of cases, both of which contribute to overall economic savings.

Predictive Analytics and Case Strategy
AI’s evolving ability to analyze legal historical data and identify patterns is particularly valuable in the realm of predictive analytics. In civil defense litigation, AI can be used to assist in predicting the likely outcomes of cases based on jurisdictionally specific verdicts and settlements, helping attorneys to formulate more effective strategies. By sharpening focus on probable outcomes, legal teams can make informed decisions about whether to settle a case or proceed to trial. Such predictive analytics allow clients to better manage their risk, thereby reducing the financial burden on defendants.

Automating Routine Tasks
Many routine tasks in civil defense litigation, such as preparation of document and pleading chronologies, scheduling, and case management, can now be automated using AI. Such automation reduces the need for manual intervention, allowing legal professionals to focus on more complex and value-added case tasks. By automating such routine tasks, law firms can operate more efficiently, reducing overhead costs and improving their bottom line. Clients benefit from quicker turnaround times and lower legal fees, resulting in overall economic savings.

Conclusion
The economic savings for clients associated with using AI in civil defense litigation can be substantial. From streamlining document review and enhancing legal research to automating routine tasks and reducing discovery costs, AI offers a powerful tool for improving efficiency and lowering case costs. As the legal industry continues to embrace technological advancements, the adoption of AI in civil defense litigation is poised to become a standard practice, benefiting both law firms and their clients economically. The future of civil defense litigation is undoubtedly intertwined with AI, promising a more cost-effective and efficient approach to resolving legal disputes.

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