El curso CLE titulado '¿Qué es la Inteligencia Artificial Legal y Quién la Regula?' ofrece una exploración integral del impacto transformador de la inteligencia artificial en la profesión legal. Los participantes profundizarán en la historia, terminología y evolución de las tecnologías de IA, así como en los marcos regulatorios y consideraciones éticas que moldean su uso. Con perspectivas de expertos de LexisNexis, el curso proporciona una comprensión profunda de las aplicaciones de IA extractiva y generativa, equipando a los profesionales legales para navegar los desafíos y oportunidades que presenta la IA en la práctica jurídica.

The CLE course titled 'What Is Legal Artificial Intelligence (AI) and Who Is Regulating It?' offers a comprehensive exploration of AI's transformative impact on the legal profession. Participants will delve into the history, terminology, and evolution of AI technologies, as well as the regulatory frameworks and ethical considerations shaping their use. With insights from LexisNexis experts, the course provides a deep understanding of both extractive and generative AI applications, equipping legal professionals to navigate the challenges and opportunities presented by AI in legal practice.

Diversity, Equity, and Inclusion (DEI) initiatives are under legal and regulatory scrutiny, making it more important than ever for employers to stay informed and compliant. Recent court rulings, executive orders like the “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” and federal agency directives have introduced new complexities, including threats of criminal implications, raising serious concerns and uncertainties about the future of DEI initiatives in both the federal and private sectors. This webinar will explore the evolving DEI landscape, recent legal challenges, and best practices for mitigating risks while maintaining or initiating a commitment to an inclusive workplace. Significant impacts are expected for federal contractors and private employers, and educational institutions following the recent executive order as it eliminated affirmative action requirements for federal contractors, introduced new compliance certifications, and significantly changed federal DEI initiatives. Private-sector DEI programs and hiring practices are not immune to this scrutiny. Private employers now face heightened scrutiny, with a focus on identifying and addressing “illegal” practices. Employers may also find themselves exposed to aggressive False Claims Act (FCA) enforcement.

Session 1: Welcome and New Non-Profit Organizations/Public Charities Division Leadership Session 4: Nonprofit: After the U.S. Supreme Court’s Affirmative Action Decisions The Conference focuses on the new and noteworthy: Election year political activity and lobbying, the U.S. Supreme Court’s affirmative action decisions and their fallout, a year-in-review roundup, and the new Division Chief of the Nonprofit Organizations, Public Charities Division of the Massachusetts Attorney General’s Office. We also take a deep dive into choice of entity considerations and impact investing.

The Sixth Amendment guarantees the right to an “impartial jury.” And 20th century jurisprudence establishes an essential ingredient of impartiality is a jury that is “representative” of the community and selected from a fair cross section of that community. Yet decades later, jury panels are not as diverse as the general population. Experience and evidence demonstrate that the lack of diversity not only can undermine representative function of juries, but also the quality of jury deliberations and the fairness of verdicts. This webcast from ALI CLE will discuss a variety of practices available to counsel and the courts, to improve the fairness and representativeness of venires and the proven benefits of diversity upon group decision making. in both civil and criminal cases.

The Supreme Court’s Harvard decision, other current events, and changing DEI sentiments are putting DEI programming in the crosshairs. Many employers, including law firms, have recognized the well-documented business benefits of policies focused on increasing diversity, equity and inclusion (DEI). In addition to being an effective business strategy, DEI programs also reflect an organization's values and is a visible statement of an organization’s commitment to creating a harmonious, socially responsible, and culturally diverse organization. But the laws that prevent invidious employment discrimination may also restrict employer efforts to increase DEI, too. There is no “DEI exception” to the Title VII prohibition on considering race, gender, etc. in any employment decision, policy, or practice. And today many employers find themselves scrambling to develop authentic DEI policies that meet the demands of an evolving legal framework and an unpredictable - often increasing critical - public forum.

The legal profession continues to struggle with attracting and retaining diverse attorneys representative of the communities they serve. How does this challenge affect you and your practice? With today’s increasing demand for diversity in the legal profession by everyone, including clients, it is particularly important for practicing attorneys to understand diversity, equity, and inclusion (DEI) issues and how they relate to the practice of law as well as their own business. Indeed, the American Bar Association has taken a stance by implementing Model Rule 8.4(g) to prevent lawyers from engaging in discriminatory conduct. Join us at this timely webcast to explore the challenges of diversity in the legal profession and the importance of DEI to your practice!

Diversity, equity, and inclusion (DEI) issues pose a challenge for estate planners not only within their firms, but also across their client base. Internally, firm leadership grapples with meaningful ways to address the continued disparity in representation, opportunity, and compensation when it comes to recruiting, employing, and promoting women, LGBTQ+ people, and members of racial and ethnic minority groups. Additionally, estate planners may not fully consider patterns of wealth holding and attitudes towards generational wealth planning specific to certain minority groups when attracting and serving clients.