Establishes standards for bias audits of automated employment decision tools in New Jersey, with specific requirements for audit frequency and candidate notification.
If you use AI in hiring in New Jersey, you must conduct annual bias audits or face restrictions on tool usage.
What do these statuses mean? ▼
Affected Industries
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What This Means
This bill mandates independent bias audits for automated employment decision tools used in hiring processes in New Jersey. Employers must ensure these tools comply with anti-discrimination laws, publicly disclose audit results, and notify candidates about AEDT usage at least 10 business days before use. The bill aims to enhance transparency and fairness in AI-driven hiring practices, affecting all employers using such technologies.
Key Provisions
- Independent bias audits required for AEDTs within a year of the previous audit.
- Public disclosure of audit results and data sources.
- Specific calculations for selection and scoring rates by demographic categories.
- Exclusion of categories with less than 2% data representation allowed.
- Notice to candidates about AEDT usage at least 10 business days before use and alternative selection processes.
- Use of test data for audits when historical data is insufficient.
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
Compliance Checklist
Who: Employers and employment agencies using AEDTs.
Deadline: Annually.
Penalty: Prohibition of AEDT use.
Who: Employers and employment agencies using AEDTs.
Deadline: Before AEDT use.
Penalty: Potential legal challenges.
Who: Employers and employment agencies using AEDTs.
Deadline: At least 10 business days before AEDT use.
Penalty: Potential legal challenges.
Related & Companion Bills
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