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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 a bias audit within the last year and the results of such audit have been made public; requires notice to employment candidates of the use of such tools; provides remedies; makes a conforming change to the civil rights law.
This bill mandates bias audits for automated employment tools and requires candidate notification of their use.
If you use automated tools for hiring in New York, you must conduct annual bias audits and notify candidates or face penalties.
What do these statuses mean? ▼
Affected Industries
Topics
What This Means
New York's A08328 bill seeks to regulate the use of electronic monitoring and automated decision-making tools in employment. It requires annual bias audits and public disclosure of results, ensuring transparency and fairness in hiring practices. Employers and employment agencies must be aware of these requirements to avoid potential penalties.
Key Provisions
- Employers must conduct a bias audit of automated employment tools annually.
- Results of bias audits must be made public.
- Candidates must be notified of the use of automated decision tools.
Latest Legislative Action
enacting clause stricken
Bill Sponsors
| Name | Role | District |
|---|---|---|
| Latoya Joyner D | Sponsor | HD-077 |
Compliance Checklist
Who: Employers and employment agencies
Deadline: Annually, within one year of the last audit
Penalty: Potential legal consequences for non-compliance
Who: Employers and employment agencies
Deadline: At the time of application or screening
Penalty: Potential legal consequences for non-compliance
Related & Companion Bills
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Affected Industries
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