The law broadly defines a “bias audit” as “an impartial evaluation by an independent auditor” to assess the AEDT’s disparate impact on the categories of race, ethnicity and sex.
New York City employers will soon be required to take a number of affirmative steps before using artificial intelligence (AI) in their employment decision-making processes. The automated employment decision tools (AEDT) law, passed by the New York City Council as Local Law Int. No. 1894-A, is aimed at protecting job candidates and employees from unlawful discriminatory bias based on race, ethnicity or sex when employers and employment agencies use AEDTs as part of employment decisions.
Although the law originally was scheduled to be effective January 1, 2023, the Department of Consumer and Worker Protection (DCWP) recently announced that it will begin enforcement on July 5, 2023, and published its Notice of Adoption of the Final Rule.
The law applies to all employers and employment agencies in New York City that use AEDTs to screen candidates or employees for positions located in the city and requires notice to residents for such positions. It does not apply to positions outside of New York City even if city residents apply for the position. As for fully remote positions, the law applies only if an employer has a New York City office, and it may apply to employers with physical locations both inside and outside of New York City depending on a “fact-specific” analysis of...
JAMMU: The family of a 26-year-old Christian man in Lahore has rejected allegations of blasphemy because of which he was arrested in August. The family has said that his arrest was baseless as the...