Every employer should, in addition to severance policies, policies on the protection and confidentiality of proprietary information, (Equal Employment Opportunity) EEO policies, and whistleblower policies, create and implement other policies. Additional policies include, but are not limited to, (1) social media, (2) leave of absence, time-off, and attendance, (3) an anti-harassment policy (also known as the Faragher-Ellerth, and (4) inventions/shop rights assignment agreement.
As a continuation of this discussion, we have shifted gears and hammered on two of the most significant regulatory trends within the life sciences industry in this short post.
Artificial Intelligence (AI) & Big Data Within the Life Sciences
The Use of Artificial Intelligence (AI)
The use of AI (artificial intelligence) in the life sciences industry has grown exponentially. While AI is increasingly being used to drive various processes and activities, AI software that could be used to read and interpret body language and facial expressions in the screening and hiring context has been proposed and is currently under scrutiny. This underscores the need for awareness regarding the issues of concern that arise when using AI in the workplace.
Furthermore, through elaborate and complex data and analytics, AI could also be used in the identification of ideal candidates. However, employers may expose themselves to discrimination allegations for using such technology on candidates. Elsewhere, there has been a public outcry concerning the use of wearable AI technology to monitor and control employee efficiency, locations, and other data points.
In fact, many states are currently enacting privacy laws to regulate and control the use of AI-enabled wearable technology and other AI applications that may be applied in monitoring employees.
The Use of Big Data and Concerns about Privacy
As another significant regulatory trend, one of the most invaluable tools for organizations in the life sciences is Big Data. Today, analytics and experts are using Big Data to drive remarkable developments and changes across the life sciences industry.
For instance, analytics across the pharmaceutical and healthcare sectors are using Big Data in predicting issues such as the probability of hospital readmission, life expectancies, and genetic predispositions to particular conditions and illnesses. These applications include, but are not limited to, the advancement of new methods of treatment and the development of devices and drugs within the pharmaceutical and healthcare sector.
Again, this underscores the need for employers within the life sciences to proactively involve themselves in understanding and knowing federal and state regulatory trends concerning the use of Big Data and the privacy concerns that come with using such technology.
Always rising above the bar,
Isaac T.,
Legal Writer & Author.