The AI-Powered Gambling Epidemic # Online sports betting has exploded since the Supreme Court’s 2018 Murphy v. NCAA decision struck down the federal ban on sports wagering. What followed was not just the legalization of gambling, it was the deployment of sophisticated AI systems designed to maximize engagement, identify vulnerable users, and exploit psychological triggers to drive compulsive betting behavior.
AI in Employment: A Liability Flashpoint # Employment decisions represent one of the most contentious frontiers for AI liability. Automated hiring tools, resume screeners, video interview analyzers, and performance evaluation systems increasingly determine who gets jobs, promotions, and terminations. When these systems discriminate, whether intentionally designed to or through embedded bias, the legal consequences are mounting rapidly.
The Healthcare AI Denial Crisis # When artificial intelligence decides whether your health insurance claim is approved or denied, the stakes are life and death. Across the American healthcare system, insurers have deployed AI algorithms to automate coverage decisions, often denying care at rates far exceeding human reviewers. The resulting litigation wave is exposing how AI systems override physician judgment, ignore patient-specific circumstances, and prioritize cost savings over medical necessity.
The Biometric Privacy Litigation Explosion # Biometric data, fingerprints, facial geometry, iris scans, voiceprints, represents the most intimate form of personal information. Unlike passwords or credit card numbers, biometrics cannot be changed if compromised. This permanence, combined with the proliferation of facial recognition technology and fingerprint authentication, has triggered an unprecedented wave of privacy litigation.
The Case That Could Reshape AI Hiring # Mobley v. Workday, Inc. is the most significant legal challenge to AI-powered hiring tools in American history. After a federal court granted class certification in May 2025, the case now represents potentially millions of job applicants over age 40 who were rejected by Workday’s algorithmic screening system.