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As detailed in Part 1 of our series, New York City’s Automated Employment Decision Tool (AEDT) law will require employers operating within the city to review, audit and ensure compliance of their workplace AI related to screening of candidate applicants for hiring and evaluation of existing employees for promotion and career advancement internally.
However, there has been ongoing public concern regarding the AEDT as initially drafted and in November 2022, the Department of Consumer and Worker Protection (DCWP) held a public hearing to gather additional feedback on proposed clarifications to the regulation. In response to the hearing and the extensive public comments received, the DCWP announced in December that enforcement of the AEDT would be postponed until April 15, 2023, and issued a second set of proposed modifications to the AEDT.
However, there has been ongoing public concern regarding the AEDT as initially drafted and in November 2022, the Department of Consumer and Worker Protection (DCWP) held a public hearing to gather additional feedback on proposed clarifications to the regulation. In response to the hearing and the extensive public comments received, the DCWP announced in December that enforcement of the AEDT would be postponed until April 15, 2023, and issued a second set of proposed modifications to the AEDT.
In this New York Law Journal article authored by Loeb & Loeb New York Employment & Labor chair Ian Carleton Schaefer and associates Brad Raboin and Avi Gholian, the writers discuss the updated set of proposals and clarifications related to the AEDT by the DCWP. More specifically, they explore noteworthy additional proposals, including modifications to qualifications for an AEDT and the bias audit requirement.
To read the full article, please visit the New York Law Journal's website (subscription required).
To read the full article, please visit the New York Law Journal's website (subscription required).
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