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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 candidates of the use of such tools; provides remedies for violations.
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
Topics
What This Means
The proposed bill S07623 aims to regulate the use of electronic monitoring and automated decision-making tools in employment settings. It mandates annual impact assessments for such tools and requires employers to inform candidates about their use. This legislation seeks to enhance transparency and accountability in hiring practices, impacting employers and employment agencies across New York.
Key Provisions
- Employers must conduct annual impact assessments for automated employment decision tools.
- Employers must notify candidates about the use of automated tools in hiring.
Latest Legislative Action
PRINT NUMBER 7623C
Bill Sponsors
| Name | Role | District |
|---|---|---|
| Brad Hoylman-Sigal D | Sponsor | SD-047 |
| Robert Jackson D | Sponsor | SD-031 |
Compliance Checklist
Who: Employers and employment agencies.
Deadline: Annually, within the last year.
Penalty: Penalties for non-compliance are unspecified.
Who: Employers and employment agencies.
Deadline: Before using the tools for screening.
Penalty: Penalties for non-compliance are unspecified.
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