Ogletree schedules California workplace AI webinar for October 15

Ogletree says the session will address California Civil Rights Department automated decision-making regulations under the Fair Employment and Housing Act.[1] It will also cover new laws restricting AI-only decisions about employee discipline and termination.[1] The webinar is intended to review which workplace AI rules are already in effect and which are coming in 2027.[2] Its practical focus includes steps employers should take to manage hiring tools, performance systems and AI-driven workforce decisions without triggering liability, according to Ogletree.[1] The announcement frames the event as guidance on navigating workplace use of AI under California rules.[1]

California Governor Gavin Newsom signed a package of workplace AI bills on September 30, 2026.[3] One provision, AB 1883, defines neural data as information that measures employees’ central or peripheral nervous systems; violations can carry statutory or civil penalties of up to $500 per violation.[3] AB 1331 prohibits employers from using workplace surveillance tools to monitor employees in workplace bathrooms, subject to limited exceptions.[3] Separately, SB 947 takes effect July 1, 2027.[4] When an employer primarily uses an automated decision system for discipline or termination, SB 947 requires a human to corroborate the decision.[4]

The webinar is scheduled for Thursday, October 15, 2026, from 11 a.m. to noon Pacific, with corresponding Mountain, Central and Eastern time slots.[1] It costs $99, while Ogletree Deakins clients can attend for free.[1] Ogletree says people can register online or by email and that it will circulate participation instructions before the webinar.[1] Jennifer G. Betts, Danielle Ochs and Erin Schachter are listed as speakers, and Lisa England will moderate.[1]

For employers reviewing hiring tools, performance systems or AI-supported workforce decisions, the session’s stated agenda offers a way to examine those processes alongside California’s workplace AI rules.[1][2] The distinction between rules already in effect and rules coming in 2027 may help teams identify which requirements to consider now and which to plan for, while checking the applicable details before changing a process.[2] In particular, employers whose automated systems are primarily used for discipline or termination can use SB 947’s July 1, 2027 effective date and human-corroboration requirement as planning points.[4]