Your employees are whispering about ChatGPT writing their TPS reports. Your competitors are bragging about “AI-driven efficiencies.” And you’re wondering if you’re one bad algorithm away from a lawsuit or irrelevance.
First off, relax. Take a deep breath and find your calm. Yes, AI feels like it’s big and scary and out to take over everything. But if you give us just a few minutes of your time, we’ll help you cut through the fog of buzzwords to keep your workplace drama-free and protect your bottom line.
Here’s what you actually need to know about AI (minus the confusing legalese).
AI: Your Tool, Not Your Overlord
The key thing to remember is that AI isn’t Skynet, and it’s not your replacement. As former IBM CEO Ginni Rometty said, “AI will not replace humans, but those who use AI will replace those who don’t.”
In that vein, think of AI as a really fast intern – great at drafting emails, but prone to inventing case law (looking at you, Mata v. Avianca). Again: It’s a tool, not a brain transplant.
Yes, AI can draft policies, analyze contracts, or flag HR issues faster than you can say “hostile work environment.” But it can’t make judgment calls.
Delegate, yes. Abdicate, no.
Your best move? Use AI for grunt work (drafting, sorting, summarizing) but keep a human in the loop. Double-check everything. AI isn’t licensed to practice law, and neither are you.
Don’t Let AI Spill Your Secrets
You know what’s worse than a 2 a.m. “Hostile Work Environment” email? Feeding sensitive data into an AI tool that blabs it to the internet. In other words, if you enter confidential info like disciplinary records, trade secrets, and salary data, it might get stored, shared, or hacked.
Remember Samsung’s fiasco? They uploaded proprietary code, and poof – it was public.
How do you protect yourself? Stick to paid AI tools with airtight terms of service (we’ll review them for you!). And train your staff to treat AI like public Wi-Fi: fine for cat memes, but not the place for client data.
If in doubt, let Treaty Oak set up protocols to keep your info locked down tighter than the Alamo.
Verify, Verify, Verify
AI “hallucinations” aren’t cute – they’re lawsuits waiting to happen. Lawyers have already filed fake-cited briefs thanks to AI’s creativity.
Don’t let that be your HR department. An AI-generated termination letter might cite laws that don’t exist.
What’s your move? Treat AI output as a draft, not gospel. Verify every fact, every quote, every “statute.” Then, let your HR team (or better yet, us) review it before you hit send. Trust, then verify (and then verify again).
Where Billing’s Concerned, Don’t Get Greedy
Thinking of charging clients for AI-generated work? Don’t. If you bill hourly, you charge for human time only – not the milliseconds your AI took to spit something out. Instead, move toward value-based pricing, where you charge for outcomes, not hours.
Not quite sure how? Talk to us about pricing strategy for AI-assisted work. We’ll help you stay compliant, transparent, and profitable.
Ethics vs. Rules: Don’t Be Compliant, Be a Good Human
Following the law is the floor, not the ceiling. Ethical AI use means protecting your people and your brand. Some AI chatbots have even been accused of forming “client relationships” with job applicants (yes, really), and regulators are taking notice.
What does this mean? Don’t just tick boxes. Use AI to make work better (reduce bias, speed up onboarding, support your team) but keep ethics at the core.
We can audit your AI practices to ensure they’re not just legal, but laudable.
The Treaty Oak AI Promise: Profit Through Peace of Mind
AI is powerful. But it’s also dangerous if misused. That’s where we come in. We’ll help you harness AI to save time, cut costs, and boost efficiency, all without stepping on any legal landmines.
Ready to tame the machines? Call Treaty Oak. We don’t help you chase trends – we make sure you turn them into your advantage.
