AI Employment Discrimination Attorney in Des Moines
Protecting Employees When Technology and Workplace Bias Intersect
As more employers rely on artificial intelligence to make decisions about hiring, promotion, performance evaluations, and restructuring, employees may find themselves affected by outcomes that are difficult to question or understand. At Newkirk Zwagerman, P.L.C., we help workers navigate the complex intersection of technology and human decision-making, where both algorithmic patterns (employer using robots to screen) and workplace dynamics (employers allowing bias to enter the process) can result in discrimination.
Here’s how we stand out in this emerging field of employment law:
- We have experience in recognizing how “harmless” policies create harmful impact.
- We are the premier firm in the U.S. in addressing human biases.
We represent employees whose careers have been impacted by AI-driven employment practices and the human choices that accompany them. Our firm is experienced in identifying not only when an algorithm is biased, but also when human decision-makers rely on or react to that technology in ways that unfairly disadvantage certain workers.
Ready to talk? Request a free case evaluation by reaching out online or dialing (515) 497-9409 today.
Seeing the Full Picture: How Technology and Human Bias Work Together
Many AI-related discrimination claims focus only on the technology, such as resume screening software or automated performance scoring. However, workplace discrimination can also occur when managers respond to these systems in ways that reinforce preexisting biases or priorities. Newkirk Zwagerman, P.L.C. helps clients evaluate both sides of the problem.
AI-Driven Employment Decisions
AI can affect employees at multiple stages of their careers. We represent clients who were screened out during hiring, evaluated unfairly on the job, or selected for termination based on automated systems. For example, some companies now use résumé-scanning software or video interview scoring tools that can filter out qualified applicants without meaningful human review.
Others rely on automated performance tracking and evaluation programs that overlook context, nuance, and and individual circumstances. And increasingly, layoffs and restructuring decisions are informed by algorithms that group employees into “efficiency” categories rather than assessing their actual contributions.
Human Reactions to AI in the Workplace
Just as often, discrimination arises not from the software alone, but from how people respond to it. Supervisors may feel pressure to meet AI-generated performance targets that are unrealistic or skewed. HR and leadership teams may decide certain roles, or certain workers, are “replaceable” because technology appears to reduce staffing needs.
In some workplaces, employees who take parental or medical leave find themselves treated as less committed or less essential, even when such assumptions are not grounded in performance. Others are told they are not the “right fit” without clear, objective standards to support that conclusion.
If you believe a decision affecting your employment was influenced by AI, either directly or indirectly, contact us online or call (515) 497-9409 for a free case evaltuation.
AI in the Workplace Is Growing, And So Are the Risks
Research shows that AI is increasingly used in applicant screening, performance systems, and workforce decision-making. As these tools become more common, workplace demographics and decision patterns can shift in ways employees may not notice right away.
Most employees have a limited window, often 180 to 300 days, to file discrimination claims with the EEOC. Additionally, the data associated with algorithmic decision systems can be altered or overwritten over time. Acting promptly helps ensure key evidence is preserved.
Why Des Moines Employees Turn to Newkirk Zwagerman, P.L.C.
Our firm has a long history of representing employees in complex discrimination matters, including cases where the issues are subtle, intertwined, or difficult to document. We understand how workplace dynamics, policies, and decision-making structures can create unfair outcomes, and we know how to uncover the evidence needed to challenge them.
In AI-related cases, we offer:
- Technical understanding of how automated systems are developed and used in workplace decisions
- Insight into workplace behavior, including how policies, culture, and organizational pressure shape outcomes
- Experience presenting complex issues clearly to administrative agencies, mediators, and courts
- A commitment to protecting employee rights in an evolving employment landscape
We guide clients through these cases with clarity and respect, ensuring they understand both the legal and practical aspects of their claims. If you believe AI, or the way your employer is using AI, may be affecting your employment opportunities, we are here to help.
If you have concerns, we encourage you to contact us sooner rather than later. Reach out online or dial (515) 497-9409 now.
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"They Speak My Language"
Tom Newkirk and his firm are experts on the state of college athletics and the type of bias that coaches and especially female coaches deal with on daily bases. They speak a language that anyone can understand.- Petra M. -
"I would highly recommend them to anyone seeking representation in complex cases—you’ll be in excellent hands"
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