Sets standards for bias audits of automated hiring tools in NJ, prohibiting use if audits are over a year old.
If you use AI in hiring in NJ, you must conduct annual bias audits or face restrictions on tool use.
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 New Jersey. Employers and employment agencies must ensure these tools comply with anti-discrimination laws by conducting audits at least annually. The bill outlines specific metrics for assessing bias, such as selection and impact ratios across various demographic categories. AEDTs cannot be used if more than one year has passed since the last bias audit.
Key Provisions
- Annual independent bias audits required for AEDTs.
- Public disclosure of audit results on employer websites.
- Notice to candidates about AEDT use and alternative selection processes.
- Specific calculations for selection and impact ratios across demographic categories.
- Exclusion of categories representing less than 2% of data from impact ratio calculations.
Latest Legislative Action
Introduced in the Senate, Referred to Senate Labor Committee
Bill Sponsors
| Name | Role | District |
|---|---|---|
| Andrew Zwicker D | Sponsor | SD-016 |
Compliance Checklist
Who: Employers and employment agencies using AEDTs.
Deadline: Annually.
Penalty: Prohibition on AEDT use if not compliant.
Who: Employers and employment agencies.
Deadline: Before AEDT use.
Penalty: Potential legal challenges or restrictions.
Who: Employers and employment agencies.
Deadline: At least 10 business days before AEDT use.
Penalty: Potential legal challenges or restrictions.
Related & Companion Bills
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