Disciplinary & Dismissal with AI in the mix
Usually, an employment relationship ends because the employee resigns to go to another job or retires. But sometimes it ends because of dismissal or redundancy. With A.I. in the mix, we have new twists on both the reason for discipline or dismissal (such as an employee misusing A.I. tools) and the process of dismissal (such as an employer relying on A.I. algorithms to select someone for redundancy). Let’s look at both: (a) Employee Misuse of A.I. – Disciplinary Action If an employee breaks your A.I. rules, despite clear policies and training, treat it as misconduct and follow normal disciplinary procedures. It’s essential to take these breaches seriously. Even if no harm is caused (for example, someone uploads client data but nothing bad happens), you should still discipline them. Dismissal might not be necessary, but a formal warning should be given. Why? to make clear that the rules matter and must be followed; and, because if you let it go now, and later discipline someone else for the same thing, they could argue they’ve been treated unfairly or even bring a discrimination or unfair dismissal claim. Make sure your A.I. rules are clear, and employees have seen and understood them -
