Meta used a ‘constellation of internal artificial intelligence systems’ to target workers in recent layoffs, lawsuit claims – keystroke monitoring data, AI token usage, and performance ratings allegedly decided employee fates
A group of current and former Meta employees is suing the company, claiming that it used AI to target those on medical or family leave for layoffs.
In May, Meta announced it was cutting around 8,000 staff, representing roughly 10% of its workforce. According to the lawsuit, the tech giant used AI systems to identify those set for redundancy.
These systems allegedly took into account keystroke monitoring data, AI token usage
“Meta did not assemble the termination list through the considered judgment of managers who knew the work,” court filings state.
“Instead, Meta used a constellation of internal artificial intelligence systems — including a system referred to internally as ‘Metamate,’ employee-trained ‘second-brain’ agents, keystroke- and activity-monitoring data, AI-token-usage dashboards, and algorithmically assisted performance ranking and calibration — to score, rank and select employees for inclusion on the list.”
Complainants allege this put employees on protected medical or family leave, or those whose output was reduced by a disability, at a disadvantage by penalizing them with reduced performance scores.
“The result was that employees who took protected leaves were disproportionately selected for layoff, based on scoring that not only failed to account for their protected leaves, but in effect penalized the employees for exercising their legal rights to these leaves.”
In one example, an employee was laid off while on approved pre-birth pregnancy leave – the day before her waters broke, and just two days before she gave birth.
In another, a manager’s own performance review noted that his demotion followed his return from medical leave; he was put on the list sixteen days into a second medical leave.
The 26 plaintiffs claim that Meta has violated state-protected leave laws, the Family and Medical Leave Act, the Pregnancy Discrimination Act, and the Americans with Disabilities Act.
They’re calling for a preliminary court ruling that would stop Meta from finalizing the layoffs while they pursue their claims.
“Once these separations are final, the harms are irreversible: employer-subsidized health coverage lost during pregnancy, postpartum recovery, and active medical treatment; time-bound leave rights extinguished; unvested equity forfeited; and immigration consequences triggered,” they said.
Plaintiffs are also seeking financial compensation that could include reinstatement, back pay, lost equity, benefits, and other damages.
AI in HR is a delicate balancing act
The use of AI systems in HR and recruitment has been a long-running point of contention, particularly with regard to the potential for bias or discrimination.
Workday, for example, is facing a class-action lawsuit amidst claims its AI software discriminated against job applicants. As ITPro reported in June, the company hit back at the claims, with a spokesperson insisting its AI solutions “don’t make hiring decisions”.
Ilia Kolochenko, founder of cybersecurity company ImmuniWeb and a lawyer practising in cybersecurity and data protection, noted that over-regulation of the use of AI in HR could cause long-term harm.
“With the current trend to restrict or even entirely ban AI in HR decision-making processes, most organizations will either conceal the use of AI or shift back to non-AI systems especially in those jurisdictions that have no GDPR-like protection against automated decision-making on human subjects,” he said.
“Compared to AI-powered HR systems, their non-AI homologues are quite primitive, fail to consider the relevant context and often provide incorrect metrics or data,” Kolochenko added.
“For instance, a poor performance of a delivery truck driver will not be correlated with extreme summer heat or winter snowfalls, sudden family loss or simply a technical issue with the vehicle. Eventually, innocent persons are wrongly punished.”
ITPro approached Meta for comment, but did not receive a response by time of publication.
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