Employers who rely on artificial intelligence driven tools for their recruiting and hiring processes may face new regulations in New York. A bill (A. 9314) proposed in the New York Assembly on February 28, 2024, would impose requirements on employers who use artificial employment decision tools (\u201cAEDTs\u201d) in hiring processes. This bill targets tools used for screening and hiring applicants and would make it an unlawful employment practice for employers to screen applicants with an AEDT for jobs \u201cwithin the state,\u201d unless the AEDT was subject to a disparate impact analysis in the past year.<\/p>\n\n\n\n
The bill defines AEDT as \u201cany system used to filter employment candidates or prospective candidates for hire in a way that establishes a preferred candidate or candidates without relying on candidate-specific assessment by individual decision-makers.\u201d While the bill explicitly states that the disparate impact analysis would not need to be publicly filed and would be \u201csubject to all applicable privileges,\u201d it does require that prior to the implementation of an AEDT, employers would need to post a \u201csummary of the most recent disparate impact analysis\u201d and \u201cthe distribution date of the tool\u201d on its website.<\/p>\n\n\n\n
Employers would also be required to provide the state\u2019s Department of Labor with this summary on an annual basis. The proposed law does not provide for civil monetary penalties for employer violations. Rather, the state\u2019s Attorney General or Department of Labor Commissioner would be able to initiate investigation into possible violations and could bring actions in court to correct alleged violations. If enacted, the bill would go into immediate effect.<\/p>\n","protected":false},"excerpt":{"rendered":"
Employers who rely on artificial intelligence driven tools for their recruiting and hiring processes may face new regulations in New York. A bill (A. 9314) proposed in the New York Assembly on February 28, 2024, would impose requirements on employers who use artificial employment decision tools (\u201cAEDTs\u201d) in hiring processes. This bill targets tools used …<\/p>\n","protected":false},"author":1,"featured_media":1543,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","content-type":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[2],"tags":[],"jetpack_sharing_enabled":true,"jetpack_featured_media_url":"https:\/\/forework.com\/wp-content\/uploads\/2024\/03\/Forework-Articles-1200-x-628-3.png","_links":{"self":[{"href":"https:\/\/forework.com\/wp-json\/wp\/v2\/posts\/1542"}],"collection":[{"href":"https:\/\/forework.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/forework.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/forework.com\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/forework.com\/wp-json\/wp\/v2\/comments?post=1542"}],"version-history":[{"count":1,"href":"https:\/\/forework.com\/wp-json\/wp\/v2\/posts\/1542\/revisions"}],"predecessor-version":[{"id":1544,"href":"https:\/\/forework.com\/wp-json\/wp\/v2\/posts\/1542\/revisions\/1544"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/forework.com\/wp-json\/wp\/v2\/media\/1543"}],"wp:attachment":[{"href":"https:\/\/forework.com\/wp-json\/wp\/v2\/media?parent=1542"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/forework.com\/wp-json\/wp\/v2\/categories?post=1542"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/forework.com\/wp-json\/wp\/v2\/tags?post=1542"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}