The New York City Department of Consumer and Worker Protection (DCWP) has granted New York City employers a happy holiday, indeed. The Department just announced it will delay the enforcement of its automated employment decision tools law (Local Law 144 of 2021) until April 15, 2023, and is planning a second public hearing due to the high volume of public comments.
Until the announcement, New York City employers who use artificial intelligence in employment decision-making were faced with new requirements beginning January 1, 2023–including a prohibition against using automated employment decision tools (AEDTs) unless they took a number of specific steps prior to doing so, not the least of which would be conducting a bias audit of their AEDTs. (See our prior video chat Artificial Intelligence in Recruitment and Hiring: Checking Your Blind Spots, where we discussed Local Law 144 and other recent AI laws employers should be aware of.)
Specifically, Local Law 144 requires employers to: (1) subject AEDTs to a bias audit within one year of its use; (2) ensure that the results of such audits are publicly available; (3) provide particular notices to job candidates regarding the employer’s use of these tools; and (4) allow candidates or employees to potentially request alternative evaluation processes as an accommodation.
Good question. The DCWP proposed rules on September 23, 2022 that would clarify what an AEDT...
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