The term “artificial intelligence” might be the phrase of 2025. It’s written and spoken about virtually everywhere by practically everyone, and it essentially markets itself as the newest, shiniest, and most efficient tool for every industry to consider and put into practice.

But the term “artificial intelligence” is quite broad. The definition of AI is broadened even further when considering that different technologies can be combined to create new AI systems. Despite the ever-expanding definition of AI, it is important to take inventory of the different types of AI to determine which, if any, is best suited for a workplace investigation.

How AI Can Help in Workplace Investigations

Compliance Considerations and Concerns with AI

Investigators using AI in employment investigations continue to expose themselves to liability under the Fair Labor Standards Act, Family and Medical Leave Act, and Employee Polygraph Protection Act, depending on the recommendation resulting from the investigation. Employers need to be aware that how they utilize AI in the workplace will determine their liability and litigation impact.


The term “artificial intelligence” might be the phrase of 2025. It’s written and spoken about virtually everywhere by practically everyone, and it essentially markets itself as the newest, shiniest, and most efficient tool for every industry to consider and put into practice. But the term “artificial intelligence” is quite broad. The definition of AI is broadened even further when considering that different technologies can be combined to create new AI systems. Despite the ever-expanding definition of AI, it is important to take inventory of the different types of AI to determine which, if any, is best suited for a workplace investigation. How AI Can Help in Workplace Investigations<ul><li>Data management, analysis, and pattern recognition. Deploying AI in a workplace investigation can streamline an often long and intensive process by organizing, synthesizing, and digesting large amounts of data.</li><li>Because AI tools are analysing documents while sorting, an investigator can employ searches to identify information such as patterns, involved parties, and problematic documents, allowing for the creation of visual timelines of the event.</li></ul>Compliance Considerations and Concerns with AI<ul><li>State laws, federal laws, and discrimination liability.</li><li>Some states have started to enact legislation that regulates the use of AI in the workplace, many of which require consent by employees before deploying a program and require regular maintenance of the programs.</li><li>In addition, the U.S. Equal Employment Opportunity Commission issued guidelines reinforcing the principle that investigators can be held liable for discrimination, even when it results from the use of AI.</li></ul>Investigators using AI in employment investigations continue to expose themselves to liability under the Fair Labor Standards Act, Family and Medical Leave Act, and Employee Polygraph Protection Act, depending on the recommendation resulting from the investigation. Employers need to be aware that how they utilize AI in the workplace will determine their liability and litigation impact.
Areas covered during the Session<ul><li>Learn what the AI impacts and concerns are by Employers in terms of liability</li><li>Learn what the obstacles are when Employers and professionals use AI for onboarding, hiring, and performance reviews</li><li>Learn how AI is used during investigations and how they are impacting the investigation process</li><li>Learn what legal implications are when using AI for investigations, which can be an obstacle when using AI data for litigation purposes</li><li>Learn how the Department of Labor (DOL) and the Fair Labor Standards Act (FLSA) will review the data submitted for</li><li>Learn what tools will be instrumental when using AI in the workplace</li><li>Learn how having the “Human Element” when using AI for investigations and other workplace compliance initiatives is mandatory when using AI in the workplace</li><li>Learn what policies Employers need to have in place when using AI in the workplace</li><li>Learn how informing employees that Employers use AI should be a mandatory process</li></ul>Who should attend<ul><li>All Employers</li><li>Business Owners</li><li>Company Leadership</li><li>Compliance professionals</li><li>HR Professionals</li><li>Managers/Supervisors</li></ul>

Human Resource

HR - 90 Mins

HUMA90 -Single Attendee

HUMA90 -Group of 5

HUMA90 -Group of 10

HUMA90 -Limited time access Recording - 498 USD

HUMA90 -Limited time access Recording

HUMA90 -Life time access Recording - 996 USD

HUMA90 -Life time access Recording

One on One Consultation

AI in HR Investigations. Is It a Double-Edged Sword When It Comes to Litigation?

Major updates for 2026 W-2 and Form 1099 are being introduced under the “One Big Beautiful Bill Act” (OBBBA), including an increased 1099 reporting threshold and new reporting codes on the W-2 form for tips and overtime. These updates must be part of your compliance efforts. The changes will impact not only your payroll taxes but also the independent contractor’s protocol.


The One Big Beautiful Bill Act (OBBBA) has over 900 pages of provisions that are temporary and permanent. This has impacted organizations nationwide.

Employers will need to report the total amount of cash and non-cash tips reported by an employee and the occupation of the employee on the employee’s Form W-2. It does not end there.  Likewise, businesses and other payors that issue Forms 1099 to tipped contractors will have to separately report designated tips and the recipient’s occupation on the Form 1099. 

The OBBB Act instructs the IRS to update the applicable income tax withholding procedures and tax forms to reflect this new deduction and required occupation listing.

There are many challenges and confusion for Employers and employees on what needs to be done with these IRS changes. This training will outline the changes and compliance efforts that need to be put in place to avoid fines, penalties, and criminal sanctions.

IRS has provided draft documents to prepare Employers on the list of changes that have to be in place for 2026. They have also provided changes to some of the requirements due for 2025, which has confused about which requirements supersede. We will provide a step-by-step approach to ensuring compliance based on the IRS requirements. We will also offer resources that will help mitigate some of the challenges for 2025 and beyond.

Areas will be covered during the Session: 

•	Learn what OBBBA requirements are permanent and which are temporary

•	Learn what requirements have been relaxed for 2025.

•	Learn what W2 form changes need to be compliant by which date.

•	Learn how independent contractors need to be aware of the changes in 1099 forms.

•	Learn how to classify independent contractor’s vs employees

•	Learn what codes and occupations are provided by the IRS.

•	Learn what key items are put in place as we demonstrate updates from IRS draft forms

•	Learn about resources is key when mitigating the IRS changes.

•	Learn how to communicate these changes to employees effectively to meet compliance guidelines.

•	Learn how your tax provider must be part of your team to assess how you are impacted as a company and as an individual.

Major updates for 2026 W-2 and Form 1099 are being introduced under the “One Big Beautiful Bill Act” (OBBBA), including an increased 1099 reporting threshold and new reporting codes on the W-2 form for tips and overtime. These updates must be part of your compliance efforts. The changes will impact not only your payroll taxes but also the independent contractor’s protocol.
The One Big Beautiful Bill Act (OBBBA) has over 900 pages of provisions that are temporary and permanent. This has impacted organizations nationwide.Employers will need to report the total amount of cash and non-cash tips reported by an employee and the occupation of the employee on the employee’s Form W-2. It does not end there. Likewise, businesses and other payors that issue Forms 1099 to tipped contractors will have to separately report designated tips and the recipient’s occupation on the Form 1099. The OBBB Act instructs the IRS to update the applicable income tax withholding procedures and tax forms to reflect this new deduction and required occupation listing.There are many challenges and confusion for Employers and employees on what needs to be done with these IRS changes. This training will outline the changes and compliance efforts that need to be put in place to avoid fines, penalties, and criminal sanctions.Why one should attend the training:IRS has provided draft documents to prepare Employers on the list of changes that have to be in place for 2026. They have also provided changes to some of the requirements due for 2025, which has confused about which requirements supersede. We will provide a step-by-step approach to ensuring compliance based on the IRS requirements. We will also offer resources that will help mitigate some of the challenges for 2025 and beyond.Areas will be covered during the Session: •	Learn what OBBBA requirements are permanent and which are temporary•	Learn what requirements have been relaxed for 2025.•	Learn what W2 form changes need to be compliant by which date.•	Learn how independent contractors need to be aware of the changes in 1099 forms.•	Learn how to classify independent contractor’s vs employees•	Learn what codes and occupations are provided by the IRS.•	Learn what key items are put in place as we demonstrate updates from IRS draft forms•	Learn about resources is key when mitigating the IRS changes.•	Learn how to communicate these changes to employees effectively to meet compliance guidelines.•	Learn how your tax provider must be part of your team to assess how you are impacted as a company and as an individual.Target audience-•	All Employers•	Business Owners•	Company Leadership•	Compliance professionals•	HR Professionals•	Managers/Supervisors

Major Changes in W2 and 1099 for 2026 Compliance! Learn How to Mitigate IRS New Requirements!

 
But the term “artificial intelligence” is quite broad. The definition of AI is broadened even further when considering that different technologies can be combined to create new AI systems. Despite the ever-expanding definition of AI, it is important to take inventory of the different types of AI to determine which, if any, is best suited for a workplace investigation.


The term “artificial intelligence” might be the phrase of 2025. It’s written and spoken about virtually everywhere by practically everyone, and it essentially markets itself as the newest, shiniest, and most efficient tool for every industry to consider and put into practice. 
But the term “artificial intelligence” is quite broad. The definition of AI is broadened even further when considering that different technologies can be combined to create new AI systems. Despite the ever-expanding definition of AI, it is important to take inventory of the different types of AI to determine which, if any, is best suited for a workplace investigation.
How AI Can Help in Workplace Investigations<ul><li>Data management, analysis, and pattern recognition. Deploying AI in a workplace investigation can streamline an often long and intensive process by organizing, synthesizing, and digesting large amounts of data.</li><li>Because AI tools are analysing documents while sorting, an investigator can employ searches to identify information such as patterns, involved parties, and problematic documents, allowing for the creation of visual timelines of the event.</li></ul>Compliance Considerations and Concerns with AI<ul><li>State laws, federal laws, and discrimination liability.</li><li>Some states have started to enact legislation that regulates the use of AI in the workplace, many of which require consent by employees before deploying a program and require regular maintenance of the programs.</li><li>In addition, the U.S. Equal Employment Opportunity Commission issued guidelines reinforcing the principle that investigators can be held liable for discrimination, even when it results from the use of AI.</li></ul>Investigators using AI in employment investigations continue to expose themselves to liability under the Fair Labor Standards Act, Family and Medical Leave Act, and Employee Polygraph Protection Act, depending on the recommendation resulting from the investigation. Employers need to be aware that how they utilize AI in the workplace will determine their liability and litigation impact.
Areas covered during the Session<ul><li>Learn what the AI impacts and concerns are by Employers in terms of liability</li><li>Learn what the obstacles are when Employers and professionals use AI for onboarding, hiring, and performance reviews</li><li>Learn how AI is used during investigations and how they are impacting the investigation process</li><li>Learn what legal implications are when using AI for investigations, which can be an obstacle when using AI data for litigation purposes</li><li>Learn how the Department of Labor (DOL) and the Fair Labor Standards Act (FLSA) will review the data submitted for</li><li>Learn what tools will be instrumental when using AI in the workplace</li><li>Learn how having the “Human Element” when using AI for investigations and other workplace compliance initiatives is mandatory when using AI in the workplace</li><li>Learn what policies Employers need to have in place when using AI in the workplace</li><li>Learn how informing employees that Employers use AI should be a mandatory process</li></ul>Who should attend<ul><li>All Employers</li><li>Business Owners</li><li>Company Leadership</li><li>Compliance professionals</li><li>HR Professionals</li><li>Managers/Supervisors</li></ul>

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