Makes it unlawful for an employer in New York to use or implement an automated decision tool to filter employment candidates or prospective candidates for hire that has not undergone a disparate impact assessment annually.
Analysis summaries, actor details, and coverage mappings were LLM-classified and may contain errors.
This is a binding legislative act from the New York State legislature with mandatory compliance requirements, enforcement mechanisms through the Attorney General and Commissioner, and unlawful designation for non-compliance.
The document has good coverage of approximately 3-4 subdomains, with strong focus on unfair discrimination (1.1), unequal performance across groups (1.3), and governance failure (6.5). Coverage is concentrated in discrimination and toxicity, and socioeconomic domains, specifically addressing employment discrimination risks from automated decision tools.
This regulation applies broadly across all economic sectors as it governs any employer in New York State that uses automated employment decision tools for hiring. The law is sector-agnostic, applying to employers regardless of their industry, though it would have particular relevance for sectors with high-volume hiring processes.
The document primarily focuses on the Deploy and Operate and Monitor stages of the AI lifecycle, requiring annual disparate impact assessments and ongoing monitoring of automated employment decision tools. It also implicitly covers Verify and Validate through mandatory testing requirements before deployment.
The document explicitly defines and covers automated employment decision tools, which include AI and machine learning systems. It specifically mentions neural networks, decision trees, random forests, and other AI/ML algorithms. The document focuses on task-specific AI for employment screening but does not mention frontier AI, general purpose AI, foundation models, generative AI, or compute thresholds.
New York State Legislature (Senate and Assembly)
The document is a legislative act proposed by the New York State Legislature, as indicated by the formal legislative language and structure.
Attorney General of New York; Commissioner of Labor (Department of Labor)
The document explicitly designates both the Attorney General and the Commissioner as enforcement authorities with investigation and legal action powers.
Department of Labor
The Department of Labor is designated to receive annual summaries of disparate impact analyses from employers, establishing a monitoring and oversight role.
Employers in New York State using automated employment decision tools
The act explicitly targets employers who implement or use automated employment decision tools for screening employment candidates within New York State.
5 subdomains (2 Good, 3 Minimal)