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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 an impact assessment within the last year; requires notice to employment candidates of the use of such tools; provides remedies for violations.
This bill restricts employers from using automated tools for employment decisions without annual impact assessments and requires candidate notification.
If you use automated tools for hiring in New York, you must conduct annual impact assessments and notify candidates or face penalties.
What do these statuses mean? ▼
Affected Industries
Topics
What This Means
New York's proposed bill A09315 aims to regulate the use of electronic monitoring and automated decision-making tools in employment. Employers and employment agencies will be required to conduct annual impact assessments on these tools and notify candidates of their use. This legislation seeks to enhance transparency in hiring practices.
Key Provisions
- Employers must conduct an annual impact assessment of automated employment decision tools.
- Employers must notify candidates about the use of such tools in their hiring process.
Latest Legislative Action
print number 9315b
Bill Sponsors
| Name | Role | District |
|---|---|---|
| George Alvarez D | Sponsor | HD-078 |
Roll Call Votes
Compliance Checklist
Who: Employers and employment agencies
Deadline: Annually, starting from the bill's effective date
Penalty: To be determined based on non-compliance
Who: Employers and employment agencies
Deadline: At the time of application or interview
Penalty: To be determined based on non-compliance
Related & Companion Bills
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Related Topics
Affected Industries
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