Caroline Dunkle Royce
Associate
Caroline C. Dunkle is a litigation associate with Foley & Lardner LLP. Caroline is based in the firm’s Jacksonville office where she is a member of the firm’s Commercial Litigation Practice.
Caroline began with Foley as a summer associate providing support in the area of litigation. Prior to joining Foley, Caroline worked as a judicial extern to the Honorable Marcia Morales Howard, U.S. District Judge for the Middle District of Florida.
Prior to attending law school, Caroline worked as a commercial loan officer at a large regional bank in St. Petersburg, Florida. Caroline was a member of the Leadership St. Pete Class of 2017, and is a fifth-generation Floridian.
Foley Attorneys Co-Author Authoritative Guide to AI and Technology in the Workplace
Foley & Lardner LLP attorneys led by John Litchfield, Mark Neuberger, and Michael Ryan served as co-authors of Artificial Intelligence and Technology in the Workplace, a comprehensive guide to navigating the legal and regulatory considerations surrounding AI in the workplace.
AI in Hiring: A Regulated Employment Practice, Not Just a Technology Purchase
Artificial intelligence is becoming more mainstream in employers’ hiring workflows. Tools that screen resumes, analyze video interviews, predict candidate success, and optimize scheduling are often standard offerings from HR technology vendors. But rapid adoption of these tools can overlook the legal frameworks governing them. Employers should approach AI-powered hiring tools not as just technology purchases but as regulated employment practices that carry litigation risks, including the following.
Eleventh Circuit Finds Volunteer Golf Attendants Not Entitled to Compensation Under the FLSA
On March 12, 2024, the U.S. Court of Appeals for the Eleventh Circuit affirmed the dismissal of a putative class action wage and hour lawsuit brought by three golf course attendants who signed up to volunteer at a golf course operated by Palm Beach County, Florida.
EEOC Targets AI-Based Hiring Practices in Landmark Settlement
While AI and machine learning tools used for recruiting, screening, and hiring prospective job candidates can be invaluable, they can also raise employers’ risk of disparate impact discrimination claims.