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NYC LL 144 (AEDT)

Automated Employment Decision Tools

Statute
NYC Administrative Code § 20-870 et seq.
Regulations
NYC DCWP Rule § 5-300
Enacted / Last Major Amendment
Effective July 5, 2023
Jurisdictional Layer
New York City (sub-state)

Summary

Employers using AEDTs to substantially assist or replace hiring/promotion decisions for NYC residents must conduct annual independent bias audits, post audit summaries publicly, provide notice to candidates, and allow alternative selection process.

Key Terms

AEDT
Automated Employment Decision Tool: any computational process derived from machine learning or statistical modeling that issues a simplified output substantially assisting employment decisions

School-side obligations

  • Conduct annual independent bias audit of any AEDT used for NYC hiring/promotion
  • Publicly post a summary of audit results
  • Provide notice to NYC-resident candidates and employees
  • Allow alternative selection process or accommodation

Vendor-side obligations

  • AEDT vendors provide audit support; charter must drive compliance

Breach notification

Not applicable.

Enforcement

NYC Department of Consumer and Worker Protection. Civil penalties for violations.

NCSC AI Toolkit — Scanner Fields

These fields in the NCSC AI Toolkit derive from this statute:

aedt_compliance_requiredaedt_bias_audit_currentaedt_notice_posted

Open Questions / Unsettled Law

  • Scope of 'substantially assist' interpretation
  • Whether common HR systems (e.g., resume scoring) fall in scope