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AI Summary
This bill establishes criteria for using automated employment decision tools and mandates enforcement for violations, requiring public summaries before tool use.
Business Impact
If you use automated tools for hiring in New York, you must conduct annual impact analyses or face legal action.
What do these statuses mean? ▼
Introduced
— Filed in the legislature; not yet heard in committee
In Committee
— Assigned to and being reviewed by a legislative committee
Passed
— Approved by one or both chambers; awaiting further action
Signed / Enacted
— Signed into law by the governor; may or may not be in effect yet
Dead / Vetoed
— Vetoed, failed to pass, or session expired without action
Unknown
— Status data not yet available or awaiting classification
Affected Industries
Topics How we classify →
What This Means
The proposed legislation in New York aims to regulate the use of automated employment decision tools by establishing criteria for their use and requiring annual impact analyses. Employers utilizing such tools must ensure compliance to avoid legal repercussions. This bill emphasizes accountability in hiring practices, particularly concerning potential biases, with public summaries required before tool implementation.
Key Provisions
- Employers must conduct annual disparate impact analyses of automated employment decision tools.
- Summaries of the analyses must be publicly available on employer websites prior to tool use.
- Employers must submit analysis summaries to the Department of Labor annually.
- The Attorney General and Commissioner can investigate potential violations.
- The Department may promulgate necessary rules and regulations.
- The bill defines key terms related to automated employment decision tools.
Latest Legislative Action
advanced to third reading cal.474
Bill Sponsors (showing 5 of 16)
| Name | Role | District |
|---|---|---|
| Catalina Cruz D | Sponsor | HD-039 |
| Chantel Jackson D | Sponsor | HD-079 |
| Charles Barron D | Sponsor | HD-060 |
| Daniel O'Donnell D | Sponsor | HD-069 |
| Gina Sillitti D | Sponsor | HD-016 |
Roll Call Votes
A ·
Assembly Codes Committee: Favorable ·
Mar 8, 2022
16 Yea
6 Nay
Passed ✓
A ·
Assembly Labor Committee: Favorable refer to committee Codes ·
Feb 15, 2022
19 Yea
8 Nay
1 Other
Passed ✓
Compliance Checklist
Conduct annual disparate impact analyses of automated employment decision tools.
Who: Employers using such tools.
Deadline: Annually.
Penalty: Legal action for non-compliance.
Who: Employers using such tools.
Deadline: Annually.
Penalty: Legal action for non-compliance.
Make summaries of the analyses publicly available on your website.
Who: Employers using such tools.
Deadline: Prior to implementation or use of the tool.
Penalty: Legal action for non-compliance.
Who: Employers using such tools.
Deadline: Prior to implementation or use of the tool.
Penalty: Legal action for non-compliance.
Submit analysis summaries to the Department of Labor.
Who: Employers using such tools.
Deadline: Annually.
Penalty: Legal action for non-compliance.
Who: Employers using such tools.
Deadline: Annually.
Penalty: Legal action for non-compliance.
Related & Companion Bills
New York A09314 — Establishes criteria for the use of automated employment de…
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New York S05641 — Establishes criteria for the use of automated employment de…
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New York A03914 — Establishes criteria for the use of automated employment de…
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New York S04394 — Establishes criteria for the use of automated employment de…
→
Full Legal Analysis
The bill requires employers using automated employment decision tools to conduct annual disparate impact analyses to assess the tools' effects on various candidate groups. Employers must provide summaries of these analyses to the Department of Labor and make them publicly available on their websites prior to the implementation or use of the tool. The disparate impact analysis itself is not to be publicly filed and is subject to all applicable privileges. The Attorney General and the Commissioner have the authority to investigate potential violations and initiate legal actions if necessary. Key definitions include 'automated employment decision tool' and 'disparate impact analysis,' which frame the scope of the bill. This legislation aligns with growing trends in other states to regulate AI in employment, emphasizing the need for transparency and fairness in hiring processes.
Official Source
Official Bill Text
View A07244 on official legislature website →
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