Using AI in employment relations? But within a specific regulatory framework of transparency
Algorithms are increasingly being used as a mechanism for strengthening the organizational, monitoring and disciplinary prerogatives of employers. However, the opacity of algorithms together with the protection of trade secrets afforded by legislation hinder the chances to assess the fairness, good...
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| Tipo de recurso: | libro |
| Fecha de publicación: | 2021 |
| País: | España |
| Institución: | Universitat Autònoma de Barcelona |
| Repositorio: | Dipòsit Digital de Documents de la UAB |
| Idioma: | inglés |
| OAI Identifier: | oai:ddd.uab.cat:306295 |
| Acceso en línea: | https://ddd.uab.cat/record/306295 |
| Access Level: | acceso embargado |
| Palabra clave: | SDG 8 - Decent Work and Economic Growth |
| Sumario: | Algorithms are increasingly being used as a mechanism for strengthening the organizational, monitoring and disciplinary prerogatives of employers. However, the opacity of algorithms together with the protection of trade secrets afforded by legislation hinder the chances to assess the fairness, good faith or proportionality of the decisions adopted. Although transparency is being presented as a suitable mechanism to grant workers' rights, the legal measures for its effectiveness are far from clear.This paper focuses on the purposes and objectives of transparency at EU level to argue that in light of the rights and risks involved, the employment contract needs a special regulation in which the use of AI and algorithms logic's and effects can be previously assessed by a public authority before it can be used. This is a necessary regulatory step in order to grant a new balance of interests in the employment relation for the digital era. |
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