Clicks, Codes, and Consequences: An In-House Counsel’s Guide to AI and Social Media in Hiring and Discipline

AI résumé screeners, automated video interviews, social media background checks, and algorithm-assisted performance tools are now embedded in routine HR work — often before legal is consulted. But employment law has not caught up with the technology. When an AI tool screens out protected classes at the résumé stage, when a manager pulls a candidate’s Instagram before an interview, or when a discipline decision references an off-duty social media post, the employer carries the legal risk — not the vendor. For in-house counsel, the question is no longer whether the business is using these tools. It is whether the legal team has visibility into how they are being used, and what guardrails exist before something becomes a discrimination, privacy, or off-duty conduct claim. Join us on Monday, June 22, 2026, at 12:00 PM ET as Melissa A. Salimbene, Chair, Employment & Labor Law at CSG Law, and Lindsay A. Dischley, Practice Group Leader, Employment & Labor Law at CSG Law, walk through the legal exposure created by AI and social media in hiring and discipline decisions — and what in-house teams can do to manage it. The session will cover both the federal landscape (Title VII, ADA, EEOC guidance on automated decision tools) and the rapidly expanding state and local layer (NYC Local Law 144, Illinois, Colorado, California rulemaking), with practical guidance on vendor diligence, manager training, and internal policy. Key Takeaways: How federal employment laws — Title VII, the ADA, the ADEA — apply to AI-driven hiring tools, and where employer liability attaches even when a third-party vendor builds the model What EEOC guidance and recent state laws (NYC Local Law 144, Illinois AIVIA, Colorado AI Act, California regulations) actually require from employers using automated decision tools in hiring The legal risks of using social media in hiring and discipline decisions, including off-duty conduct laws, NLRA protected activity, and inadvertent discovery of protected class information How to build a workable internal policy on AI and social media use in candidate screening and employee discipline What to ask vendors before approving an AI hiring tool, and what contract terms to push for around bias auditing, indemnification, and documentation Who Should Attend: This program is designed for in-house counsel, employment and labor counsel, HR business partners, and members of corporate legal teams who advise on hiring or discipline decisions. It will be especially useful for legal professionals responsible for employment compliance, vendor evaluation, internal policy development, or AI governance within the legal department. There is NO COST to attend this program! This program is FREE, thanks to our gracious sponsor, CSG Law! If you can’t make it to the live program, the recording will be available for viewing via our paid CLE library, In-House Connect On-Demand.