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Online meeting with four participants and AI-generated prompts displayed on both sides to support note-taking and discussion

Before You Invite an AI Note Taker to a Legal Meeting: What Clients Should Know

Before You Invite an AI Note Taker to a Legal Meeting: What Clients Should Know 1672 941 Charlotte Vaudoit, Emmanuelle Molina

Artificial intelligence (AI) tools are quickly becoming part of everyday business. AI note takers, transcription tools, and meeting assistants can be especially useful. They allow participants to focus on the conversation instead of taking detailed notes, they can generate transcripts, summaries, and action items after the meeting.

But when a meeting involves legal advice, these tools can create risks that are easy to overlook. The convenience of an AI note-taker may come at the cost of confidentiality, privacy, and attorney-client privilege.

Attorney-client privilege protects confidential communications between a client and their attorney made for the purpose of obtaining or providing legal advice. In practical terms, it can allow a client to refuse disclosure of protected communications in litigation, during a deposition, in response to a subpoena, or in connection with a discovery request.

The privilege, however, is not automatic in every situation. One of its key requirements is confidentiality. If a privileged conversation is shared with people outside the attorney-client relationship, recorded without proper safeguards, saved in a broadly accessible folder, or transmitted to a third-party vendor, or uploaded to an AI tool hosted by a third-party provider, the privilege may be weakened or challenged. This risk is particularly significant if the AI vendor’s terms of service permit data sharing, storage, or use for model training, especially when using low-cost or publicly available AI tools with permissive privacy policies.

AI note takers and recording assistants may seem harmless. Often, they quietly join a Zoom, Teams, or Google Meet call and operate in the background. But in a legal meeting, the tool may function like an outside participant. Depending on how the tool works, the meeting audio, transcript, summary, or notes may be uploaded, stored, analyzed, shared, reviewed, or retained by a third-party provider. That can raise difficult questions about who had access to the information and whether the legal discussion remained confidential.

Recent litigation highlights these concerns. In Brewer v. Otter.ai Inc., No. 5:25-cv-06911, filed in the Northern District of California on August 15, 2025, the plaintiff alleged that an AI notetaking application recorded and transcribed conversations without proper consent from all participants. The allegations in that case focus on privacy and consent, but the dispute illustrates a broader point: companies should understand exactly how these tools collect, store, use, and share meeting information before allowing them into sensitive conversations.

Courts are also beginning to address how privilege applies when individuals use public AI tools in legal contexts. In United States v. Heppner, the court held that materials a criminal defendant created using the free, consumer version of Claude were not protected by attorney-client privilege or the work-product doctrine. United States v. Heppner, 820 F. Supp. 3d 292 (2026). The court focused on traditional privilege principles, including confidentiality, attorney involvement, and whether the materials were created within a protected attorney-client relationship.

The takeaway is not that all AI tools are the same. They are not. Public, consumer-facing AI chatbots raise different issues than enterprise AI tools or closed systems that incorporate strong confidentiality protections. A fully local AI tool that does not transmit information outside the company may raise fewer concerns about disclosure to third parties. AI agents that interact with multiple platforms may require a more detailed review. AI note takers and recording tools fall somewhere in between: the privilege analysis often depends on the vendor’s terms, data practices, confidentiality obligations, access controls, and the purpose of the meeting.

Clients should be especially careful in common situations such as:

  • an AI assistant automatically joining a meeting with counsel;
  • recording or transcribing a legal strategy call without first discussing it with the attorney;
  • automatically distributing a transcript or meeting summary to participants;
  • saving AI-generated notes or recordings in a shared company workspace or other location accessible to individuals outside the attorney-client relationship;
  • forwarding AI-generated summaries to colleagues, consultants, or other third parties who are not necessary to the legal representation; or
  • responding to discovery requests, subpoenas, or government investigations that may require production of AI-generated recordings, transcripts, or summaries.

AI tools can be useful, but convenience should not come at the expense of confidentiality. Before using an AI note taker in a legal meeting, stop and ask: Could this affect privilege or expose sensitive information? When in doubt, consult your attorney first.

 

Disclaimer: This article is provided for general informational purposes only. It does not constitute legal advice and does not create an attorney-client relationship. For advice regarding your specific situation, you should consult a qualified attorney who can provide guidance tailored to your individual circumstances.

Workplace Violence Prevention Plan-image

Annual WVPP Review & Training Deadline Approaching for Covered California Employers

Annual WVPP Review & Training Deadline Approaching for Covered California Employers 512 768 Michael Vaz D'Almeida

If you are already doing business in California, you probably know about California Senate Bill 553 (SB 553) – signed into law on September 30, 2023 – that imposes mandatory workplace violence prevention obligations on most employers operating in California. The law is enforced through the California Occupational Safety and Health Administration (Cal/OSHA) and applies broadly to covered employers, with only narrow exceptions.

Who is a Covered Employer?

SB 553 applies to all California employers except those employers, employees or places of employment which meet the following requirements:

  • Places of employment where (i) fewer than 10 employees are present at the workplace at any given time, (ii) such workplace is not accessible to the public, and (iii) the workplace is in compliance with the requirement to establish, implement, and maintain an effective Injury and Illness Prevention Program (IIPP) under Cal. Code Regs. tit. 8, §3203; or
  • Employees work remotely from a location of their choice that is not controlled by the employer; or
  • Certain health care, law enforcement, and correctional facilities under the statute.

If your organization does not fall within a specified exemption, your organization is considered a covered employer and must comply with SB 553.

Initial Compliance Deadline Passed.

As of July 1, 2024, all covered employers were required to: (i) establish and implement a written Workplace Violence Prevention Plan (WVPP); (ii) provide effective employee training on the WVPP and when new hazards or plan changes arise; (iii) maintain a violent incident log; and (iv) create and retain records of all training, incident investigations, and hazard correction actions (most for at least five years).

If your organization has not yet taken these initial steps it should act immediately. Cal/OSHA has authority to inspect workplaces, issue citations, and impose monetary penalties—ranging from hundreds to tens of thousands of dollars per violation, depending on the classification (e.g., general, serious, or willful).

Annual Compliance Requirements Coming Up Soon.

Covered employers must now prepare to meet the law’s first annual compliance deadline. By July 1, 2025, covered employers must: (i) review the WVPP for effectiveness and update it, if necessary; (ii) retrain employees on the WVPP and applicable legal requirements; and (iii) provide supplemental training for any new hazards or changes to the WVPP.

Conducting timely reviews and updates not only ensures compliance but also strengthens workplace safety and reduces liability exposure.

If you are unsure whether your organization is a covered employer or need help with WVPP compliance, employee training, or recordkeeping obligations, our team is here to assist.

 

Disclaimer: This article is provided for general informational purposes only. It does not constitute legal advice and does not create an attorney-client relationship. For advice regarding your specific situation, you should consult a qualified attorney who can provide guidance tailored to your individual circumstances.

Deborah Nilson-Building Bridges to the USA SelectUSA Roadshow 2025

Building Bridges to the USA/SelectUSA Roadshow 2025

Building Bridges to the USA/SelectUSA Roadshow 2025 576 864 Deborah Ann Nilson

Looking back on an inspiring week with the Building Bridges to the USA/SelectUSA Roadshow 2025!

I had the honor of speaking as the business attorney on panels in Paris, Lille, and Lyon, alongside experts dedicated to supporting French companies in their expansion to the United States.

We discussed the legal and strategic aspects of a successful market entry, emphasizing key insights and best practices. The conversations were enriching, and the level of engagement from the entrepreneurs was truly impressive!

A huge thank you to the organizers—especially Isabelle Raux, Business France—and to all the participants for these valuable exchanges and moments of sharing. I look forward to continuing these discussions and helping even more businesses take the leap to the U.S.

Feel free to reach out if you’d like to learn more!

2024 Holiday Video

2024 Holiday Video 1536 971 Deborah Ann Nilson

Corporate Transparency Act 2024: Don’t Miss the Deadline to File your Beneficial Ownership Information Report

Corporate Transparency Act 2024: Don’t Miss the Deadline to File your Beneficial Ownership Information Report 474 316 Nancy Maurice

The deadline to file your beneficial ownership information report (“BOI Report”), January 1, 2025 (or, if your company was created this year, within 90 days of creating this entity), is fast approaching.

Pursuant to the Corporate Transparency Act 2024, all companies created or registered in the U.S. must file their BOI Report with the Financial Crimes Enforcement Network (“FinCEN”), unless they fit under one of its limited exemptions. Failure to submit your BOI Report may result in civil fines of $500 per day of non-compliance and criminal penalties of up to a $10,000 fine and/or 2 years in jail.

If you would like for Nilson law to assist you with the creation of your BOI Report, or to see if your company falls under an exemption, please contact us without delay at compliance@nilsonlaw.com. We offer a flat fee to help you identify your beneficial owners, and to prepare and file your BOI Report with FinCEN.

To ensure timely compliance with the mandatory requirements of the CTA, we strongly encourage you to contact us early to avoid any technical issues due to a higher volume of filings towards the end of the year.

2023 Holiday Video

2023 Holiday Video 623 427 Deborah Ann Nilson
Corporate Transparency Act 2024Compliance standards policies rules regulations

Doing Business in the U.S.: Stay Tuned for the Corporate Transparency Act 2024

Doing Business in the U.S.: Stay Tuned for the Corporate Transparency Act 2024 1000 600 Nancy Maurice

Starting on January 1st, 2024, the Corporate Transparency Act (“CTA”) will introduce new reporting requirements that may affect your company. These changes come as the U.S. government seeks to enhance corporate transparency and curb illicit financial activities facilitated through anonymous shell companies.

We have provided a concise overview below to help you understand the key components of the CTA and its potential impact on your business. We hope you will find this recap useful.

Your Business Might be a Reporting Company

The scope of the CTA is broad, which means that your business is likely to be subject to these new reporting requirements. Reporting companies include both domestic and foreign entities (corporations, LLCs, and similar private entities) created or registered to conduct business in the U.S. There are some exceptions, such as entities that employ more than 20 US-based employees, have filed US federal tax returns demonstrating more than $5 million in gross receipts or sales, and have an actual office within the United States.

Beneficial Ownership Reporting

Reporting Companies will have to disclose information about their beneficial owners—individuals who exercise “substantial control” (directly or indirectly) over the company or own or control at least 25% ownership interest in said company. Criteria for “substantial control” include:

  • Serving as a senior officer.
  • Exercising authority over senior officers or a majority of the board.
  • Having significant influence over company decisions.
  • Any other forms of substantial control.

Reporting Requirements and Process

Reporting Companies will have to provide information about both the company itself and each individual who is a beneficial owner of the company.

  • Company Information: Full legal name, any trade or d/b/a name, address of the principal place of business in the U.S., jurisdiction of formation, and federal taxpayer ID number.
  • Beneficial Owner Information: The individual’s name, date of birth, residential address, unique identifying number (from a U.S. or non-expired foreign passport), and a copy of this document.

Though detailed forms are yet to be released, reports will primarily be submitted electronically through a FinCEN portal. FinCEN is currently developing secure and confidential systems to facilitate and protect this information exchange, ensuring it remains inaccessible to the public.

Non-compliance penalties include civil fines of $500 per day of non-compliance and criminal penalties of up to a $10,000 fine or 2 years in jail.

Timeline for Compliance

  • Existing Companies: Entities created or registered in the U.S. before January 1, 2024 will have a full year, until January 1, 2025, to comply with the CTA by filing their initial report.
  • New Companies: Entities created or registered on or after January 1, 2024, will have to file their initial report within 30 days of creation or registration in the U.S.

We’re Here to Support You

We understand that new regulatory requirements can be complex. Our dedicated team is closely monitoring the developments and is ready to assist you in navigating through these requirements.

2022 Holiday Video

2022 Holiday Video 1920 1080 Deborah Ann Nilson
Doing business in the US- CIC webinar

Taking Care of Business: Deborah Nilson Shares Insights at Upcoming Webinar

Taking Care of Business: Deborah Nilson Shares Insights at Upcoming Webinar 800 450 Deborah Ann Nilson

Deborah Nilson is delighted to speak at the CIC Webinar  – Doing Business in the US – on January 12, 2022 at 10 AM (EST)/16H (France) ; how to adopt good reflexes, develop your business in the U.S. and anticiate operational issues (in French). 

Link here for registration:  https://lnkd.in/dJmxsJ74 

ADA compliance

Don’t Get Sued! Check Your Website for ADA Compliance

Don’t Get Sued! Check Your Website for ADA Compliance 1000 568 Cynthia Martens

The Americans with Disabilities Act (ADA), a federal law, requires businesses open to the public to be accessible to all patrons, including those with disabilities. Many courts, and state legislatures, have interpreted this obligation to extend to business websites, which must take into account the needs of consumers with disabilities. Failure to be ADA-compliant exposes businesses to costly lawsuits or settlements, since individuals and groups can sue directly and recover attorneys’ fees – and there are some very aggressive lawyers embracing the ADA cause. Making a good-faith effort in this area protects you from legal risk while allowing you to serve a broader range of customers whose needs are frequently unmet.

Consult with specialized web technicians to ensure that your site meets appropriate standards. You’ll want, for example, to make your website available to blind people and others with disabilities that affect their ability to read a computer display, by adding text equivalents to imagery, and posting documents in formats that function well with assistive technology.

As always, we are here to answer any questions.

The Nilson Law Group, PLLC The owner of this website has made a commitment to accessibility and inclusion, please report any problems that you encounter using the contact form on this website. This site uses the WP ADA Compliance Check plugin to enhance accessibility.