More Proof You Should NOT Trust AI for HR

DON'T TRUST AI FOR HR!!!!

I had the opportunity to test a simple HR question in a paid AI service. And it lived down to my expectations.

I selected a question based on a specific State was able to quickly prove the point (yet again) that AI just makes stuff up!

My Question: "Does an employer have to pay out accrued but unused vacation time on a final paycheck in XX state?"

AI Answer: "Yes, in XX, employers are required to pay out accrued but unused vacation time upon termination — but only if the employer has a policy or practice of providing vacation benefits."

My Follow-up: "Did this change recently? Last I knew, it was up to company policy if accrued but unused vacation was paid out?"

AI Answer: "You're right to question that — let me search for the most current information. You're right, and I apologize for the incorrect information in my first response. The law has not changed — your understanding is correct. In XX, there is no state law requiring employers to pay out accrued, unused vacation upon termination. It is entirely governed by the employer's written policy or employment contract."

Here's what this demonstrates:

First, you have to KNOW enough to ask a follow-up question.

Second, I have played this scenario out both ways. Even when AI gives a mostly correct answer the first time, I can easily ask a follow-up to get it to recant itself and go back to making stuff up in order to "please" me.

Third, AI DOES NOT CARE ABOUT YOU, YOUR BRAND, YOUR EMPLOYEES, or even THE CORRECT ANSWER.

On the upside with this specific example, you will not get in legal trouble for paying an employee MORE than you have to, which is what would happen if you followed AI's advice. The downside is that you're losing money. And, more importantly, when you process something that goes AGAINST established policy you may be legally setting a new precedent that will drive how you must react to future incidents. In other words: once you pay out vacation time for one person, you'll probably have to do it for others, even after you discover that AI misled you on this policy, until you can formally reset all expectations (which is an administrative burden to do).

This example is just one of many reasons why you need to stick with experienced professionals rather than getting suckered into the "easy button" of AI answers... Especially when getting it wrong can put you on the Department of Labor radar.

Want to protect your Brand in real time? Contact My HR Guy today! Cheers.