The Sports Law Handbook contains an overview of sports and its relationship to various categories of law, as well as the legal liabilities and responsibilities of coaches,
administrators, managers, and institutions related to the sports field. This book will
enable coaches and administrators to: (1) Identify the relationship of sports to
various categories of the law, including torts, crimes, and discrimination; (2) Understand
the role of the attorney and agent when representing athletes; (3) Relate principles of
agency law in a sports context; (4) Better understand contracts and contractual terms;
(5) Differentiate between the legal issues unique to professional amateur sports; (6) Understand how criminal law differs from civil law in the context of sports; (7) Better understand labor issues in the sports world; and (8) Become more familiar with the laws and regulations covering the drug testing of athletes.
Law Handbook With Ai In New York
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New York City's landmark AI bias audit law was intended to accomplish much of what these state proposals are now hoping to tackle. NYC's Local Law 144 creates obligations for employers when AI is used for employment purposes, but only when the automated tools play a predominant role in the decisions.
The Law prohibits employers and employment agencies from using an automated employment decision tool (AEDT) in New York City unless they ensure a bias audit was done and provide required notices. The Law was enacted in 2021. It took effect on January 1, 2023. Enforcement begins on July 5, 2023.
New York has a new AI-related law which took effect January 1. The law regulates creation and use of digital replicas of an individual's voice or likeness and is similar to those in California and Tennessee.
NYC Local Law 144 prohibits employers from using automated employment decision tools (AEDTs) without an independent auditor assessing the AEDT for bias. Bias audits must be completed and published every 12 months.
“AI can help analyze and execute final contracts, but it won't do the full job,” said Lavan. “The technology is not at a point where it can handle these tasks unassisted. You still ultimately need a legal professional to review the final contract and ensure it's absolutely correct.”
One of the most common ways AI is used in law is during the electronic discovery (e-Discovery) process. During e-Discovery, lawyers identify and organize electronically stored information (ESI) in response to a request for production in a lawsuit or investigation.
Enacted. Introduced on January 17, 2024, SB942, the California AI Transparency Act applies to businesses providing a generative AI system with over 1M monthly visitors during a 12-month period that is publicly accessibly within the state's geographic boundaries.
NYC 'Loophole' The law requires employers to conduct an annual bias audit on automated technology tools they use in making hiring and promotion decisions, publish the results on their company websites, and provide notice to job candidates about the automated decision tools they're using.
11 Best Legal AI Tools CompanyFunctionKnown For Relativity E-discovery platform AI-powered analysis PatentPal Niche patent tool Template-based contract creation Legalese Decoder Jargon-reducing tool Easy onboarding Casetext CoCounsel AI assistant All-in-one governance10 more rows •
Law firms lead the way in current generative AI use, with over half (51 percent) of law firm respondents reporting they use generative AI, followed by corporate at 41 percent and government at 39 percent—but many government and corporate respondents not currently using generative AI predict they will be using it within ...