Oregon Releases Compliance Guidance for AI Technology Use

31 Mar

Share

 

Update Applicable to:Effective Date
All Covered EmployersSee Details Below


What happened?

On December 24, 2024, the Attorney General issued guidance to help businesses minimize legal risks and ensure compliance when using AI technologies. Oregon’s existing consumer protection, data privacy, and anti-discrimination laws fully apply to AI models. When developing and using AI technologies, businesses must prioritize consumer protection, privacy, and fairness.


Overview:


Background

  • AI Evolution: AI has shifted from deterministic to probabilistic computing, introducing opportunities and risks.
  • Opportunities: AI can streamline tasks, personalize services, and make data-driven decisions.
  • Risks: Concerns include privacy, discrimination, and accountability due to AI’s reliance on large datasets and potential biases.


Obligations of Oregon’s Laws to AI

  • Unlawful Trade Practices Act (UTPA)
    • Material Defects: Companies must disclose known defects in AI products.
    • Misrepresentation: False claims about AI capabilities or endorsements are prohibited.
    • False Urgency: Misleading claims about limited-time offers are not allowed.
    • Price Gouging: AI-driven pricing during emergencies must not be excessive.
    • AI-generated Robocalls: False information in AI-generated calls is prohibited.
    • Unconscionable Tactics: Using AI to take advantage of consumer ignorance is not allowed.
  • Oregon Consumer Privacy Act (OCPA)
    • Notice and Consent: Clear disclosure of data use and consumer rights is required.
    • Sensitive Data: Explicit consent is needed for using sensitive data.
    • Controller Liability: Developers using third-party data must comply with privacy standards.
    • Retroactive Notices: Prohibited; affirmative consent is required for new data uses.
    • Data Protection Assessments: Required for high-risk data processing activities.
  • Oregon Equality Act
    • Data Breach Notification: Businesses must notify consumers and the Attorney General in case of a data breach affecting AI systems.
  • Oregon Consumer Information Protection Act
    • Anti-Discrimination: AI systems must avoid biased outcomes that discriminate based on protected characteristics.


Source References

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Oregon PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Amazing!

You're all set.

Thanks for subscribing. Be on the look out for the Legal HR updates in your email.