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Restricts the use by an employer or an employment agency of electronic monitoring or an automated employment decision tool to screen a candidate or employee for an employment decision unless such tool has been the subject of an impact assessment within the last year; requires notice to employment…
This bill restricts employers from using automated tools for employment decisions without annual impact assessments and requires candidate notification.
If you use automated tools for hiring in New York, you must conduct annual impact assessments and notify candidates or face penalties.
What do these statuses mean? ▼
Affected Industries
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What This Means
The proposed legislation in New York aims to regulate the use of automated employment decision tools by requiring annual impact assessments and notifications to candidates. This bill addresses concerns about bias and transparency in automated hiring processes.
Key Provisions
- Employers must conduct annual impact assessments for automated employment decision tools.
- Candidates must be notified about the use of automated tools.
- Impartial auditors must conduct assessments without conflicts of interest.
- Employers must retain documentation related to automated tools for three years.
Latest Legislative Action
print number 9315b
Bill Sponsors
| Name | Role |
|---|---|
| George Alvarez D | Primary |
| STERN | Primary |
| Tommy Schiavoni D | Primary |
| THIELE | Cosponsor |
Roll Call Votes
Compliance Checklist
Who: Employers with 100 or more employees
Deadline: Annually, within one year of the last assessment
Penalty: Civil penalties for non-compliance
Who: Employers using automated tools
Deadline: Before making employment decisions
Penalty: Civil penalties for non-compliance
Related & Companion Bills
Full Legal Analysis
Official Source
Related Topics
Affected Industries
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