Photo of Dorthy Lukens

Dorthy Lukens is a graduate of the Southern Methodist University Dedman School of Law. Prior to law school, Dorthy led the human resource department for a national healthcare provider. Reporting to the CEO, Dorthy counseled senior leaders on local, state, and federal labor and employment matters and managed adverse employment action claims.

While in law school, she served as the president of SMU’s Labor & Employment Law Association and worked as a legal research assistant.

Dorthy was a summer associate at Perkins Coie in 2020 and 2021. She also held a legal extern position at the U.S. Department of Labor (DOL), Office of the Solicitor, providing support for ERISA and Occupational Safety and Health Administration (OSHA) matters. In addition, Dorthy held both a legal extern and contractor position for PepsiCo, where she provided employer defense from discrimination suits and other adverse employment action claims.

Many employers have begun using artificial intelligence (AI) tools supplied by third-party vendors. On May 18, 2023, the Equal Employment Opportunity Commission (EEOC) provided guidance indicating that, in its view, employers are generally liable for the outcomes of using selection tools to make employment decisions. 

The EEOC’s new technical guidance titled, “Assessing Adverse Impact

Artificial Intelligence (AI) and automated systems can increase efficiency and help reduce human error. However, the National Institute of Standards and Technology (NIST), the White House, and the Equal Employment Opportunity Commission (EEOC) are warning companies that uncritical reliance on AI can have legal consequences, including potentially building in bias that can lead to claims