Johnny C. Taylor Jr. addresses your HR-related inquiries as part of a series. Taylor is the president and CEO of the Society for Human Resource Management, the largest HR professional organization globally, and the author of “Reset: A Leader’s Guide to Work in an Age of Upheaval.”

Question: A smaller team in our organization has started utilizing artificial intelligence in their tasks. Should we worry about AI potentially replacing jobs as its use expands? ‒ Kima

Answer: It’s completely normal to be apprehensive about the effect of AI on employment, especially as it becomes more prevalent in your workplace. Many share these concerns; recent studies indicate that around 25% of U.S. workers fear that automation could take over their roles soon. However, while AI will indeed change some job functions, it is also set to generate new roles and improve our work processes.

Consider AI not as a replacement for human capability but as a tool to enhance it. AI is excellent at handling large datasets, automating monotonous tasks, and increasing efficiency, but it lacks the creativity, empathy, and nuanced judgment that humans contribute in the workplace. The “human element” will always be vital, as our work ultimately aims to serve people.

Here are some ways to navigate this evolving scenario confidently:

◾ View AI as an ally. Instead of seeing AI as a threat, think about how it can enhance your skills. AI can take care of tedious tasks, allowing you to concentrate on the strategic, creative, or interpersonal facets of your work.

◾ Learn and evolve. Staying relevant in a fast-changing world requires ongoing learning and skill development. Engage in courses, training, or professional growth opportunities, especially those focusing on collaborating with or applying AI in your domain.

◾ Show your worth. Take initiative by tackling new projects, solving problems proactively, and consistently exceeding expectations. Seek ways to incorporate AI into your role to boost efficiency and productivity.

◾ Collaborate and innovate. Talk to your manager about how AI can improve your team’s performance and explore ways to utilize it for better customer or client service. Sharing ideas and showing initiative can position you as a forward-looking leader in your company.

◾ Gear up for the future. Careers are not static, and neither should your skill set be. As technology opens up new roles like AI monitoring, management, and ethical oversight, think about aligning your expertise with these developing opportunities.

To add, AI itself isn’t the biggest threat to workers. Colleagues who are adept at using AI present a more significant challenge to job security. Employers tend to prefer employees who are skilled in AI to aid their advancement. AI requires human oversight and input to function effectively. Therefore, cultivating your AI skills is the best strategy for securing your career. We can either shy away from it and limit our opportunities or embrace it and unlock our full potential.

AI is here to stay, and now is the time to focus on leveraging its capabilities to improve our productivity, performance, and opportunities. By engaging proactively with this technology, you can position yourself to not only survive but also thrive in a workplace enhanced by AI.

I was terminated while on FMLA leave. Isn’t FMLA meant to protect employees with personal medical issues? Do I have options to contest the layoff or seek compensation? ‒ Pamela

I’m truly sorry to hear about your situation. The Family and Medical Leave Act (FMLA) is indeed designed to safeguard employees facing medical personal challenges by allowing them up to 12 weeks of unpaid leave that is protected from job loss. However, it’s crucial to realize that while FMLA provides job protection, it does not prevent layoffs or terminations if they are not connected to your leave.

Under FMLA rules, an employee on leave does not have greater rights to reinstatement or job security than if they had been continuously employed. This means that if your employer can demonstrate that the layoff was part of a legitimate business strategy and unrelated to your leave, they might be acting within their legal rights. For instance, if your position was eliminated across the board or due to a company reorganization unrelated to your medical leave, the employer might have legitimate grounds for the layoff.

Here are a few steps you could consider:

◾ Examine the paperwork. Review any layoff notifications, severance offers, or exit documents provided. Pay attention to the reasons given for the layoff and whether it affected other employees as well.

◾ Reach out to HR. Contact your former employer’s HR department for clarification regarding the criteria used for the layoff. Request transparency in how your position was chosen for termination while you were on leave.

◾ Seek legal advice. Consulting an employment lawyer may be beneficial if you believe your FMLA leave influenced the layoff. A lawyer can evaluate whether your rights were violated and provide guidance on possible actions, such as filing a complaint with the U.S. Department of Labor or pursuing legal recourse.

◾ Look into other compensation. Some companies offer severance packages during layoffs. Carefully review any severance agreement and consult a legal expert before signing, particularly if you have doubts about its terms.

Facing job loss during such a challenging period is undoubtedly tough, but understanding your rights and options can help you handle the situation more effectively. I hope you find the clarity and support you need in this matter and wish you good health moving forward.

The viewpoints expressed in this column are those of the author and may not reflect those of YSL News.