California Poised to Further Regulate Artificial Intelligence by Focusing on Safety

Looking to cement the state near the forefront of artificial intelligence (AI) regulation in the United States, on August 28, 2024, the California State Assembly passed the “Safe and Secure Innovation for Frontier Artificial Intelligence Models Act” (SB 1047), also referred to as the AI Safety Act. The measure awaits the signature of Governor Gavin Newsom. This development comes effectively on the heels of the passage of the “first comprehensive regulation on AI by a major regulator anywhere” — the EU Artificial Intelligence Act (EU AI Act) — which concluded with political agreement in late 2023 and entered into force on August 1, 2024. It also follows the first comprehensive US AI law from Colorado (Colorado AI Act), enacted on May 17, 2024. And while the United States lacks a comprehensive federal AI framework, there have been developments regarding AI at the federal level, including the late 2023 Executive Order on AI from the Biden White House and other AI-related regulatory guidance.

We have seen this sequence play out before in the world of privacy. Europe has long led on privacy regulation, stemming in large part from its recognition of privacy as a fundamental right — an approach that differs from how privacy is viewed in the United States. When the European General Data Protection Act (GDPR) became effective in May 2018, it was not the world’s first comprehensive privacy framework (not even in Europe), but it did highlight increasing awareness and market attention around the use and protection of personal data, setting off a multitude of copycat privacy regulatory regimes globally. Not long after GDPR, California became the first US state with a comprehensive privacy regulation when then-California Governor Jerry Brown signed the California Consumer Privacy Act (CCPA) into law on June 28, 2018. While the CCPA, since amended by the California Privacy Rights Act of 2020 (CPRA), is assuredly not a GDPR clone, it nevertheless felt familiar to many organizations that had begun to develop privacy compliance programs centered on GDPR standards and definitions. The CCPA preceded the passage of comprehensive privacy regulations in many other US states that, while not necessarily based on CCPA, did not diverge dramatically from the approach taken by California. These privacy laws also generally apply to AI systems when they process personal data, with some (including CCPA/CPRA) already contemplating automated decision-making that can be, but is not necessarily, based on AI.

AI Safety Act Overview

Distinct from the privacy sphere, the AI Safety Act lacks the same degree of familiarity when compared to the EU AI Act (and to its domestic predecessor, the Colorado AI Act). Europe has taken a risk-based approach that defines different types of AI and applies differing rules based on these definitions, while Colorado primarily focuses on “algorithmic discrimination” by AI systems determined to be “high-risk.” Both Europe and Colorado distinguish between “providers” or “developers” (those that develop an AI system) and “deployers” (those that use AI systems) and include provisions that apply to both. The AI Safety Act, however, principally focuses on AI developers and attempts to solve for potential critical harms (largely centered on catastrophic mass casualty events) created by (i) large-scale AI systems with extensive computing power of greater than 10^26 integer or floating-point operations and with a development cost of greater than $100 million, or (ii) a model created by fine-tuning a covered AI system using computing power equal to or greater than three times 10^25 integer or floating-point operations with a cost in excess of $10 million. Key requirements of the AI Safety Act include:

  • “Full Shutdown” Capability. Developers would be required to implement capabilities to enact a full shutdown of a covered AI system, considering the risk that a shutdown could cause disruption to critical infrastructure and implementing a written safety and security protocol that, among other things, details the conditions under which such a shutdown would be enacted.
  • Safety Assessments. Prior to release, testing would need to be undertaken to determine whether the covered model is “reasonably capable of causing or materially enabling a critical harm,” with details around such testing procedures and the nature of implemented safeguards.
  • Third-Party Auditing. Developers would be required to annually retain a third-party auditor to conduct audits on a covered AI system that are “consistent with best practices for auditors” to perform an independent audit to ensure compliance with the requirements of the AI Safety Act.
  • Safety Incident Reporting. If a safety incident affecting the covered model occurs, the AI Safety Act would require developers to notify the California Attorney General (AG) within 72 hours after the developer learns of the incident or learns of facts that cause a reasonable belief that a safety incident has occurred.
  • Developer Accountability. Notably, the AI Safety Act would empower the AG to bring civil actions against developers for harms caused by covered AI systems. The AG may also seek injunctive relief to prevent potential harms.
  • Whistleblower Protections. The AI Safety Act would also provide for additional whistleblower protections, including by prohibiting developers of a covered AI system from preventing employees from disclosing information or retaliating against employees for disclosing information regarding the AI system, including noncompliance of any such AI system.

The Path Forward

California may not want to cede its historical position as one of the principal US states that regularly establishes precedent in emerging technology and market-driven areas of importance. This latest effort, however, may have been motivated at least in part by widely covered prognostications of doom and the potential for the destruction of civilization at AI’s collective hands. Some members of Congress, however, have opposed the AI Safety Act, stating in part that it should “ensure restrictions are proportionate to real-world risks and harms.” To be sure, California’s approach to regulating AI under the AI Safety Act is not “wrong.” It does, however, represent a different approach than other AI regulations, which generally focus on the riskiness of use and address areas such as discrimination, transparency, and human oversight.

While the AI Safety Act focuses on sophisticated AI systems with the largest processing power and biggest development budgets and, thus, presumably those with a greater potential for harm as a result, developers of AI systems of all sizes and capabilities already largely engage in testing and assessments, even if only motivated by market considerations. What is new is that the AI Safety Act creates standards for such evaluations that, with history as the guide, would likely materially influence standards included in other US AI regulations if signed into law by Governor Newsom (who has already signed an executive generative AI order of his own that predated President Biden’s) even though the range of covered AI systems would be somewhat limited.

With the potential to transform every industry, regulation of AI in one form or another is critical to navigate the ongoing sea change. The extent and nature of that regulation in California and elsewhere is certain to be fiercely debated, whether or not the AI Safety Act is signed into law. Currently, the risks attendant to AI development and use in the United States are still largely reputational, but comprehensive regulation is approaching. It is thus critical to be thoughtful and proactive about how your organization intends to leverage AI tools and to fully understand the risks and benefits associated with any such use

California Legislature Sends Governor Bill Prohibiting Employer ‘Captive Audience’ Meetings

On August 31, 2024, the California Legislature passed the California Worker Freedom from Employer Intimidation Act, Senate Bill (SB) No. 399. The bill heads to Governor Gavin Newsom, who has until September 30, 2024, to sign it. If he does so, the act will add new Labor Code Section 1137.

Quick Hits

  • California’s SB 399 would limit an employer’s ability to communicate with employees regarding political or religious matters during mandatory meetings.
  • The bill’s definition of “political matters” includes matters relating to union organizing.
  • The act provides employees with a private right of action that includes punitive damages.

If signed by the governor, SB 399 would limit an employer’s ability to communicate with employees regarding political or religious matters during mandatory meetings during working hours. Importantly, the legislation’s definition of “political matters” includes union organizing.

Prohibition against certain “captive audience meetings.” The California Senate Committee on Labor, Public Employment and Retirement defined “captive audience meetings” as “mandatory meetings during work hours, organized by an employer where employees are paid for their time attending the meeting and are required to attend or face discipline.”

The legislation would prohibit employers from “subject[ing], or threaten[ing] to subject, an employee to discharge, discrimination, retaliation, or any other adverse action because the employee declines to attend an employer-sponsored meeting or affirmatively declines to participate in, receive, or listen to any communications with the employer or its agents or representatives, the purpose of which is to communicate the employer’s opinion about religious or political matters.” The act requires that employers pay any employee who works during the meeting but declines to attend it.

“Political matters” includes union-related issues. SB 399’s legislative history and text make clear that the legislature intended to prohibit employers from forcing employees to listen to employer communications during union organizing campaigns. The bill defines “political matters” to include “the decision to join or support any political party or political or labor organization.” (Emphasis added.)

Exemptions. SB 399 identifies entities and/or activities to which it would not apply. The legislation specifically excludes religious institutions or groups that are exempt from Title VII of the Civil Rights Act of 1964 or California prohibitions against employment discrimination. It also would not apply to educational institutions that require students or instructors to attend lectures that include religious and/or political matters as part of coursework.

Additionally, employees would not be permitted to use SB 399 to escape from harassment or inclusiveness training. SB 399 expressly does not apply to “[a]n employer requiring employees to undergo training to comply with the employer’s legal obligations, including obligations under civil rights laws and occupational safety and health laws.” (Emphasis added.)

Agency enforcement. If enacted, SB 399 would authorize the California Labor Commissioner to enforce the law through its already-established citation process.

Penalty. An employer that violates the act would be subject to a $500 penalty per employee per violation.

Civil enforcement. Affected employees would be permitted to bring a civil action in lieu of administrative enforcement. The act would expressly authorize punitive damages.

If the governor signs SB 399, California would join a growing list of states attempting to ban “captive audience” meetings about religious and/or political matters. Other states with similar laws include Connecticut, Illinois (effective January 1, 2025), Maine, MinnesotaNew York, Oregon, Vermont, and Washington.

Even if Governor Newsom signs the bill into law, employer groups likely will seek to enjoin the act on the basis that it infringes on employers’ First Amendment right to express their viewpoints about unionization.

Governor Signs Bill to Exempt Certain Businesses from Fast Food Minimum Wage

On March 26, 2024, Governor Newsom signed Assembly Bill (AB) 610, which amends the definition of “fast food restaurant” to exempt restaurants in airports, hotels, event centers, theme parks, museums, and certain other locations from the requirements set forth under the Fast Food Council requirements.

Last year, Newsom signed AB 1228, which repeals the FAST Recovery Act but establishes a modified version of the Fast Food Council (Council) until January 1, 2029. The bill also sets forth the minimum wage increases for fast food workers, with an increase to $20.00 effective April 1, 2024.

The bill includes an urgency clause which means it takes effect immediately. As such the exempted businesses will not need to comply with the minimum wage requirements past in 2023.

California Law Prohibits Cooperation with Out-of-State Entities Regarding Lawful Abortion

In response to Dobbs v. Jackson Women’s Health Organization, California Governor Gavin Newsom recently signed AB 1242 into law, which “prohibits law enforcement and California corporations from cooperating with out-of-state entities regarding a lawful abortion in California.”

In particular, AB 1242 prohibits California companies that provide electronic communication services from complying with out-of-state requests from law enforcement regarding an investigation into, or enforcement of, laws restricting abortion.

Sponsored by California Assembly member Rebecca Bauer-Kahan and California Attorney General Rob Bonta, AB 1242:

takes an innovative legal approach to protect user data. The bill prohibits California law enforcement agencies from assisting or cooperating with the investigation or enforcement of a violation related to abortion that is lawful in California. This law thereby blocks out-of-state law enforcement officers from executing search warrants on California corporations in furtherance of enforcing or investigating an anti-abortion crime. For example, if another state wants to track the movement of a woman traveling to California seeking reproductive health care, the state would be blocked from accessing cell phone site tower location data of the woman by serving a warrant to the tech company in California. In addition, if another state wants Google search history from a particular IP address, it could not serve an out-of-state search warrant at Google headquarters in CA without an attestation that the evidence is not related to investigation into abortion services. Although the first state to enact such a law, as California often is when it comes to privacy rights, we anticipate that other states will follow suit and that these laws will be hotly contested in litigation.

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