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AI Summary
This bill establishes standards for independent bias auditing of automated employment decision tools to ensure fairness in hiring practices.
Business Impact
If you use automated tools for hiring in New Jersey, you must conduct a bias audit annually or face restrictions on tool usage.
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 bill aims to create a framework for independent bias audits of automated employment decision tools, focusing on fairness and accountability in hiring practices. Employers and employment agencies will be required to assess the impact of these tools on various demographic categories, ensuring compliance with bias mitigation standards.
Key Provisions
- Employers must conduct a bias audit of automated employment decision tools at least once a year.
- Audits must assess the impact on various demographic categories and provide recommendations.
- Employers cannot use tools without a recent bias audit.
- Independent auditors must be free from conflicts of interest.
- Exclusions for small demographic categories must be justified in audit summaries.
Latest Legislative Action
Reported from Assembly Comm. as a Substitute, 2nd Reading
Bill Sponsors
| Name | Role | District |
|---|---|---|
| Balvir Singh D | Sponsor | HD-007 |
Roll Call Votes
A ·
Assembly Science, Innovation and Technology Committee: Reported with Substitution ·
May 16, 2024
5 Yea
0 Nay
2 Other
Passed ✓
Compliance Checklist
Conduct a bias audit of automated employment decision tools
Who: Employers and employment agencies
Deadline: Annually, with the first audit due within one year of the law's enactment
Penalty: Cannot use the automated tool if the audit is not conducted
Who: Employers and employment agencies
Deadline: Annually, with the first audit due within one year of the law's enactment
Penalty: Cannot use the automated tool if the audit is not conducted
Ensure independent auditors are free from conflicts of interest
Who: Employers and employment agencies
Deadline: Ongoing, with each audit
Penalty: Audit results may be invalidated if conflicts are present
Who: Employers and employment agencies
Deadline: Ongoing, with each audit
Penalty: Audit results may be invalidated if conflicts are present
Related & Companion Bills
Full Legal Analysis
The bill mandates that employers and employment agencies conduct a bias audit for any automated employment decision tool they use, with audits required at least once a year. The audits must evaluate the tool's impact on various demographic categories, including race, gender, and disability, and provide actionable recommendations to mitigate identified biases. Non-compliance with the audit requirement will prevent the continued use of the automated tool. Key definitions include 'automated employment decision tool,' which encompasses any machine-based system influencing employment decisions, and 'independent auditor,' who must not have conflicts of interest. This legislation aligns with similar initiatives in other states aimed at promoting algorithmic accountability in employment practices. The bill also allows for the exclusion of categories representing less than two percent of the data from impact ratio calculations, with justification required.
Official Source
Official Bill Text
View A3855 on official legislature website →
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