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AI Summary
This bill establishes criteria for using automated employment decision tools and mandates compliance checks to prevent discrimination.
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 bill A09314 in New York aims to regulate automated employment decision tools by requiring annual disparate impact analyses. Employers using such tools must ensure compliance to avoid potential legal repercussions. This legislation seeks to address discrimination in hiring practices influenced by automated systems.
Key Provisions
- Employers must conduct annual disparate impact analyses for automated employment decision tools.
- Summaries of the analyses must be publicly available on employer websites.
- Employers must submit analysis summaries to the department annually.
- The attorney general and commissioner can investigate violations.
- Non-compliance may lead to legal action or mandated compliance.
- The department can create rules to enforce these provisions.
Latest Legislative Action
referred to labor
Bill Sponsors
| Name | Role | District |
|---|---|---|
| George Alvarez D | Sponsor | HD-078 |
Compliance Checklist
Conduct annual disparate impact analyses for automated hiring tools
Who: Employers using automated employment decision tools
Deadline: Annually
Penalty: Legal action for non-compliance
Who: Employers using automated employment decision tools
Deadline: Annually
Penalty: Legal action for non-compliance
Make summaries of the analyses publicly available
Who: Employers and employment agencies
Deadline: Prior to implementation of the tool
Penalty: Legal action for non-compliance
Who: Employers and employment agencies
Deadline: Prior to implementation of the tool
Penalty: Legal action for non-compliance
Related & Companion Bills
New York A07244 — 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 S05641 — 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
Bill A09314 introduces new regulations for automated employment decision tools in New York, mandating that employers conduct annual disparate impact analyses to assess the effects of these tools on various demographic groups. Employers must make summaries of these analyses publicly available and submit them to the state department. The bill empowers both the attorney general and the commissioner to investigate potential violations and enforce compliance. Key definitions include 'automated employment decision tool' and 'disparate impact analysis,' which are crucial for understanding the scope of the bill. This legislation aligns with growing trends in other states to regulate AI in employment, emphasizing accountability and transparency in hiring processes.
Official Source
Official Bill Text
View A09314 on official legislature website →
Related Topics
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