At this point, you should assume that your employees are using artificial intelligence (AI) tools to perform some of their work tasks for your business. It’s important that you set guardrails to protect your company’s intellectual property (IP) and prevent AI use from exposing your company to lawsuits because of your employees’ improper use of AI.
There are two popular methods for employers to address this issue.
If you have a lot of employees, it makes sense to have an experienced lawyer create an AI Acceptable Use Policy that employees are required to read and agree to as part of their continued employment. You may even want to have annual or semiannual trainings as a reminder of what they can and cannot do with artificial intelligence.
On the other hand, if you have just a few employees, it may make more sense to simply include an AI Terms & Conditions of Use provision in their employment agreements.
What shouldn’t you do? Kneecap your business by having a strict “No AI Use” policy.
Because your workers are going to use AI tools whether you want them to or not to remove bottlenecks that hinder their performance. So, you might as well set written expectations to guide them.
If you need help with this, you may want set up a phone consultation with Business Attorney Mike Young.
