- The tool has been subjected to a
NYC Department of Consumer and Worker Protection Release Revised Version of Proposed Guidance Rules for the City AI Ordinance
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.”
Employer Alert: New York City Automated Employment Decision Tools Law Postponed to April 2023
As previously discussed in our past article and publication, New York City’s Local Law 144 was set to go into effect on January 1, 2023. However, agency enforcement is now postponed until April 15, 2023.
Responding to increased public and governmental scrutiny of the use of artificial intelligence, machine learning, and other technologies, New
EEOC Announces New Initiative On Artificial Intelligence & Algorithmic Fairness
Continuing its efforts towards becoming a 21st century data analytics agency, during the last week of October, 2021, U.S. Equal Employment Opportunity Commission (EEOC) Chair Charlotte A. Burrows announced a new EEOC initiative on artificial intelligence and algorithmic fairness.
This new initiative is aimed at ensuring that artificial intelligence and other emerging tools and
Analytics at Large: COVID-19 Data vs. HR Data — What’s the Difference?
By: Samantha Rhoads & Michael Cortes[1]
The COVID-19 pandemic has put a spotlight on statistical terms often unfamiliar to anyone but such professionals as statisticians and data scientists. Terminology such as infection rates, “flattening the curve,” and related statistical information are now being used as slogans and hashtags. This post offers a brief explanation
Class Action Trends Report Winter 2020 – Data Analytics
Check out our Winter 2020 Class Action Trends Report. Our quarterly report discusses new developments in class action litigation and offers strategic guidance and tactical tips on how to defend such claims. This issue covers using data analytics. Read it here.
EEOC Launches Office of Enterprise Data and Analytics
The Equal Employment Opportunity Commission (EEOC) has established the Office of Enterprise Data and Analytics (OEDA) to “provide [their] customers timely, accurate, and bias-free data and information to prevent and remedy unlawful employment discrimination, and improve organizational performance.” EEOC Director and Chief Data Officer Samuel C. “Chris” Haffer leads the OEDA.
This is an exciting
Were Analytics the Real MVP of the Super Bowl?
As the Eagles readied to celebrate the franchise’s first Vince Lombardi trophy, an unlikely candidate basked in the glow of being declared the game’s Most Valuable Player. Surely it was Nick Foles who, on his way to upsetting one of the NFL’s elite franchises threw and caught a touchdown in the same big game, was
Charting Your Course on the Data Analytics Highway
Should data analytics be used as a tool to uncover new insights from company data, or should it be used to answer or solve a specific business inquiry or problem? This question is central to any analytics project design. But like most important questions, the answer depends on several factors and is not altogether clear.
Lawyers and Data Analytics?
Recently, we presented a program at a well-known analytics conference and set up an informational booth to meet attendees. Several attendees, most of whom were data scientists, approached our booth with inquisitive looks on their faces and asked, “Why is a law firm at an analytics conference?” Good question.
We explained that Jackson Lewis, as