AI: Are you already behind the curve?
Your employees are already using AI, whether you know it or not. Why not proactively manage it? Empower your teams to choose their favorite tools while ensuring safe operations. An approach that governs smartly maintains control without stifling innovation. We’ll help you keep centralized oversight to prevent and identify issues, transparency across integrations, use robust security, and protect your organization’s data.
The key is acting now: establish best practice workflows early to raise the bar across your entire organization, not just pockets of it. It’s about balancing what your people need with what keeps your organization secure—and the time to start is today.
Options. Simplified.
Our solutions don’t limit you to a single AI — we bring it all to you.
Be Flexible and Economical.
We’ll help you deploy AI economically in a way that empowers your team, keeps your options open, and costs down.
Avoid Shadow AI.
Your employees are already using AI whether you know it or not. If you’re not worried about it, you should be.
Stay Secure. Stay in Control.
There are risks in using your data in public AI models. And what happens after am employee leaves?
There’s a lot to think about.
Don’t take our word for it: See what the experts think.
Employers of all sizes should have a written AI policy. Even small businesses are using AI, even if they do not know they are, through chat tools, scheduling software, applicant screening platforms, productivity tools, customer service systems, and vendor products. Without a clear policy, employers increase the risk of inconsistent practices, confidentiality problems, discrimination issues, and avoidable liability.
At a minimum, an employer’s AI policy should address:
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- What AI tools are approved;
- What business uses are allowed;
- What data cannot be entered, including personally identifiable information and trade secrets;
- When human review is required;
- When AI is prohibited for employment decisions, to help prevent discrimination;
- How accommodations are handled when use of AI creates disadvantages due to disability, such as when AI monitoring software flags an employee as low performing when the real issue is a disability, or when an applicant is screened out based on an answer tied to a disability that could be reasonably accommodated;
- What records are kept, along with a statement that employees have no reasonable expectation of privacy in connection with company AI use;
- How vendors are vetted for their own use of AI, which may create downstream liability for the company; and
- Who is responsible for compliance.
A practical AI policy does not need to be overly technical or overly long. It just needs to set clear rules so the company can use AI thoughtfully, protect confidential information, reduce employment risk, and create accountability before problems arise.
Making it easy.
No Risk.
No Obligation.
When you allow us to quote, you are under no obligation. As your advocate, we only want you to secure the services that make sense. Already have a solution in place? Allow us to quote, and one of two things will happen: you'll confirm that you have a decent deal already, or better yet, we'll show you an even better solution that fits your needs and/or budget. Either way, you win!
