Meta is embroiled in a legal battle as a group of employees has taken the tech giant to court, accusing it of using artificial intelligence systems to unfairly target workers for layoffs. This lawsuit, filed in a California federal court, claims that the AI-driven performance evaluations disproportionately impacted employees on maternity leave, medical leave, and those with disabilities, leading to their dismissal.
The legal complaint asserts that Meta utilized AI tools to generate performance scores and rank staff, sidelining traditional evaluations by managers. The plaintiffs argue that these automated systems overlooked approved leave periods, causing lower performance ratings for those on family or medical leave or receiving disability accommodations. This alleged oversight came to light during a workforce reduction initiative that saw around 8,000 employees lose their jobs earlier this year.
Among the plaintiffs is a scientist who was informed of her termination just two days before she was due to give birth. Additionally, an engineer in the process of recovering from an injury contends that his performance rating suffered due to his absence, which then led to his layoff. A manager also claims that he faced dismissal shortly after commencing his medical leave.
The employees involved in the lawsuit are seeking legal intervention to pause the layoffs while the case is underway. They are requesting reinstatement, compensation for lost wages and benefits, and an independent examination of Meta’s AI systems. This lawsuit surfaces amid increasing apprehension regarding the role of AI in employment decisions, with critics warning that such technologies might unfairly penalize employees who exercise their rights to legally protected leave.
Meta has refuted the allegations, maintaining that decisions concerning workforce and organizational changes are made by humans rather than automated systems. As the legal proceedings unfold, the case highlights broader concerns about potential biases in AI-driven workplace processes.