AI courses for employees, managers and policy owners

AI tools change every few months, so these courses teach habits that last longer than any one product: give clear instructions, check the output against a source, protect confidential data, and decide who signs off. Tool examples carry the date they were checked, and no course claims a productivity gain it cannot point to evidence for.

Each course separates three things: what a law or regulator requires, what a framework recommends, and what your employer’s own AI policy says. Where your company has approved tools and rules, those come first.

Chat tools write fluent text whether or not it is true. They can invent a citation, misquote a policy or get a number wrong with complete confidence, and they can repeat bias from the material they learned from. Every course in this topic practices the same review routine before AI-assisted work goes anywhere:

1. Check every fact, figure and quote against the original source.
2. Read it as the person who will receive it: is it accurate, fair and in your voice?
3. Remove anything confidential that slipped in.
4. Decide who is accountable, and keep a note of how AI was used if your policy asks for one.

The fastest way to turn a helpful tool into an incident is to paste in something that should not leave the building. The privacy course teaches a simple check before every prompt: is this personal, health, financial, client-confidential or a trade secret, and is this tool approved for it?

The stakes are real because personal data has legal weight. State breach laws define “personal information” to include a name with a Social Security number, a driver’s license number or a financial account number, and several, such as California’s, Colorado’s, Florida’s and New York’s, also include a username or email address with its password. Those laws set notice deadlines once a breach is found, for example 30 days in New York.

Screening, ranking and monitoring tools make decisions about people, so employment law applies to how they are used. Title VII of the Civil Rights Act covers employers with 15 or more employees and bars retaliation against people who raise discrimination concerns. The HR course explains how to check a tool for unfair impact, make accommodations for applicants with disabilities, give the notices some cities and states require, and keep a person responsible for each decision. Rules in this area change quickly, so the course shows the date each one was last checked.

A companion course covers workplace monitoring and employee privacy: what can be tracked, what notice is owed, and where monitoring crosses into protected activity.

Training sticks when it points to a rule people can find. The free AI Use Policy Generator drafts a starter policy covering approved tools, data you must never enter, review of AI-assisted work and how to report a problem. Pair it with the foundations course for all staff and the managers course for team leads.

• Name the approved tools and who can approve new ones
• List the data classes that must never be entered
• Say who reviews AI-assisted work before it goes out
• Explain how to report a mistake or a leak

Teachers face different questions: student data, age limits and terms of service, academic integrity and assessment design. Those are covered in the K-12 course on AI in education, listed on the K-12 education page. Parents and caregivers will find a short guide to online safety and AI on the abuse prevention page.