In 2021, New York City enacted a measure that banned the use of Automated Employment Decision-Making Tools (“AEDT”) to (1) screen job candidates for employment, or (2) evaluate current employees for promotion, unless the tool has been subject to a “bias audit, conducted not more than one year prior to the use of the tool.” The law also required certain notifications regarding the use of AEDTs to be made to job seekers. The measure, known as Local Law 144 of 2021, was set to take effect on January 1, 2023.

In September 2022, the NYC Department of Consumer and Worker Protection (DCWP) issued guidance about the new ordinance and announced it was hosting an initial public hearing. Following the hearing, DWCP announced the law would not be enforced until April 1, 2023, due to the large number of public comments it received in response to prior hearings.  

Read the full article at Jackson Lewis’ Workplace Privacy, Data Management & Security Report