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AI Summary
This bill defines criteria for selling automated employment decision tools in New York, focusing on transparency and usage restrictions.
Business Impact
If you use automated tools for hiring in New York, you must conduct annual impact analyses and disclose them or face legal action.
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 proposed legislation in New York sets specific criteria for selling automated employment decision tools, emphasizing transparency requirements.
Key Provisions
- Defines automated employment decision tools as software used in employment decision-making.
- Emphasizes transparency by requiring detailed reports on data sources and methodologies.
Latest Legislative Action
REFERRED TO WAYS AND MEANS
Compliance Checklist
Conduct annual disparate impact analysis of automated employment decision tools.
Who: Employers using such tools.
Deadline: Annually, prior to tool implementation.
Penalty: Legal action for non-compliance.
Who: Employers using such tools.
Deadline: Annually, prior to tool implementation.
Penalty: Legal action for non-compliance.
Make the summary of the most recent analysis publicly available.
Who: Employers and employment agencies.
Deadline: Prior to the implementation of the tool.
Penalty: Legal action for non-compliance.
Who: Employers and employment agencies.
Deadline: Prior to the implementation of the tool.
Penalty: Legal action for non-compliance.
Related & Companion Bills
Full Legal Analysis
The bill establishes criteria for the sale of automated employment decision tools, defining these tools as software used to assist or replace discretionary decision-making in employment. It emphasizes transparency, requiring vendors to provide detailed reports on data sources and methodologies. Potential impacts include increased compliance costs for businesses and enhanced consumer protection against biased hiring practices.
Official Source
Official Bill Text
View A567 on official legislature website →
Related Topics
Affected Industries
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