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Japan's first labor and management disputes over AI wage assessment and personnel evaluation are under dispute under the Tokyo Metropolitan Labor Committee (Tokyo Labor Commission).In April 2020, the company's IBM employee "JMITU" Japan Ivem Branch is unreasonably unreasonable for the company in April 2020 that the company will not respond to collective bargaining in terms of personnel evaluation and wage assessment using AI (artificial intelligence).He filed a rescue to the Metropolitan Labor Commission for rejection and control intervention.Even more than a year and a half has passed since the petition, the Metropolitan Labor Commission has been investigating.Masafumi Hozumi, the agent on the union, said, "If the union has requested explanations such as AI learning data and output when introducing wage assessments using AI, IBM side is honest.It is necessary to explain it. It is the only thing that refuses to the negotiating table is to step on the rights and collective negotiations that Article 28 of the Constitution and the Labor Union Law.On the other hand, IBM states that it is a "tool that supports the manager's judgment."What are the problems in the future as HR technology used in personnel and labor management is expanding?IBM's labor disputes are likely to be a pioneer.(Writer Ruiko Kokubu) ● IBM "Tools to support the manager's judgment" First, I would like to review how the union of Japan IBM has filed a claim.According to the petition, Japan IBM has notified group employees on August 14, 2019 that the AI "Watson" developed by IBM was introduced to wage assessment.Through multiple group negotiations, the union demanded the disclosure and explanation of the AI learning data and the output displayed by the AI to the boss on the evaluated side.However, the company claimed that "the information indicated by the boss does not assume that it will be disclosed to the employee" and refused to disclose and explain information.The union asks for information disclosure and explanation such as AI learning data, as the IBM does not respond to information disclosure or explanation, but is an unfair labor act (Article 7 of the union law law), such as refusing collective negotiations for no legitimate reason.I filed a rescue to the Metropolitan Labor Commission.According to Hozumi, Japan IBM claims that "Watson is a tool that supports the manager's judgment."● Considering 40 kinds of data, evaluating every four factors, through a survey by the Salary Proposal Committee, according to the material issued by the IBM side, IBM Reward Advisor Watson will "provide information to perform salary adjustments.It is a system based on AI, and it is said that "40 types of data" is considered to make proposals for raising salaries.Examples include "the number of skills in the market", "the specialty of the main business", "the need of skills in IBM", and "past salary increase".These are evaluated for "skills", "basic salary competitiveness", and "performance and career potential" and then propose salary.The Tokyo Metropolitan Commission also submits a test screen that displays reward advice for Watson by Watson, and there are items such as employees' positions, affiliation, current salaries, and performance, and some are "partly".8%to 12%(8%to 12%).According to Hozumi, "Watson has proposed to increase his salary by 8-12 %. It can be seen that it has made a specific proposal for the evaluation side specifically."In addition, IBM's Watson's sales material states that managers tend to follow the recommendation obtained from AI.We believe that Watson will affect the boss's judgment, which will make wages, and will exceed the "support for judgment".On the other hand, a spokeswoman for IBM Japan said, "We have the skills that the evaluated target employees are required in the market during the salary adjustment, the relative position of the salary, the salary level in the industry, the same job.The director can use AI to improve the information such as the number of years, but the final judgment of salary adjustment is by the affiliation of the affiliation. The information by AI does not lead to a straightforward salary adjustment. "Commenting, AI claims that it is an auxiliary role.● "Four problems" Hitomitsu's "four problems" said, "I do not deny the use of AI for personnel evaluation."He pointed out that there are four possibility of AI -specific disadvantages brought to the workers.1.The attributes and daily behavior of privacy infringement employees are monitored, and in some cases, information that should not be collected may be gathered.Collection and use of information other than personal performance and duties may infringe the privacy of workers.Japan IBM has not disclosed in collective bargaining to see what information is considered to Watson.2.People who are in a fair and discriminatory problem are highly evaluated by those who are in a highly dominant position, and the opposite of the opposite person may be evaluated low.In the case of Japan IBM, the union members are a few percent of all employees.There is also a past that has been fighting with the company seeking the withdrawal of wages by power harassment.Justice and ethics may change with the times, but AI does not have justice or ethics, so it cannot be recognized and correct.Discrimination to those who belong to the small number is expanded and reproduced.3.Black box converted AI cannot be judged what is right, and the process that led to the judgment cannot be explained.A low -rated employees cannot even improve themselves without knowing why they were low.The opportunity for workers to grow is lost.Four.Automated bias (tendency to overestimate the automated judgment by computers) The members of IBM actually explained from the boss that "Watson would raise salaries, so I raised (wage) this time".was there.Among the Watson's sales materials used by the company, the content of the manager will follow Watson's decision.Japan IBM positions Watson as a tool that "supports" HR evaluation, but it is likely that the managers will not be against AI, with automated bias working.● Is it possible to use it with advantages to both labor and management?Article 28 of the Constitution and the Labor Union Law have acknowledged three rights, rights of workers: union rights, collective negotiations, and group action rights.According to Hozumi, "If you want to introduce AI, what kind of work the AI works, what kind of algorithm, what data, what to outputs, and how your boss uses it.It should be a form that should be discussed in collective negotiations, and if there are points to be improved, it should be as good as possible to form an agreement.It is a track of the construction of the labor union law. "In companies, the use of AI is expanding in relation to new graduates.It is expected that it will be objective and fair content than when performing evaluations only by humans, and rationality can be guaranteed.In addition, it is possible to speed up and improve efficiency.On the other hand, it turned out that women's applicants were evaluated low overseas, and the U.S. Amazon has canceled the use of AI.The EU (European Union) was classified as "high -risk" of employment and worker management using AI in April this year, an AI regulation proposal.Can't you use it with the benefits of both labor and management?And how far should companies disclose information about AI?According to Hozumi, "AI is merely understood that AI is a calculator and has no justice or ethics."In addition, it is significant to use AI as a tool to verify the fairness of human decisions such as personnel evaluation. However, it is a major premise that a certain level of trust has been built among labor and management.The case of IBM Japan does not apply. "Regarding the information disclosure of AI, "If the company cannot explain the legitimacy even if the request from the union receives the request from the union, it must not be pushed. Dialogue and self -determination are a major premise of democracy.The higher the explanation and verification, the more difficult it is, but it is also a problem that the resources have not been invested in the verification and explanation, as long as the introduction is used. "The future schedule is expected that the Metropolitan Labor will interrogate witnesses in the spring of 2022.
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