Requires employers and employment agencies to notify candidates for employment if machine learning technology is used to make hiring decisions prior to the use of such technology.
Summary
Bill A01952 seeks to amend the labor law in New York by introducing regulations surrounding the use of automated employment decision tools. Specifically, it requires employers and employment agencies to notify candidates when such tools are used in the hiring process. The bill defines automated employment decision tools as any computational process that utilizes machine learning or artificial intelligence to assist or replace discretionary decision-making in employment decisions. The bill mandates that candidates be informed about the tool's usage, the job qualifications considered, and the data collection practices involved.
Impact
If enacted, this bill will significantly impact employment practices in New York by ensuring transparency in the hiring process, particularly concerning the use of automated systems. Employers will be required to provide candidates with advance notice about the use of these tools, potentially leading to changes in how hiring decisions are made and increasing accountability for employers. This could also affect the legal landscape, as candidates retain the right to pursue civil actions related to employment decisions.
Sentiment
The sentiment surrounding Bill A01952 appears to be cautiously optimistic, with support for increased transparency in hiring practices. However, there may be concerns from employers about the administrative burden of compliance and the potential impact on their hiring processes. The lack of voting history and committee discussions makes it difficult to gauge the full range of opinions.
Contention
Notable points of contention may arise around the balance between technological advancement in hiring practices and the rights of candidates to understand how decisions are made. Employers may argue that the requirements could hinder their ability to utilize innovative hiring tools effectively, while advocates for the bill may emphasize the importance of protecting candidates from potential biases inherent in automated decision-making systems.
Restricts the use by an employer or an employment agency of electronic monitoring or an automated employment decision tool to screen a candidate or employee for an employment decision unless such tool has been the subject of an impact assessment within the last year; requires notice to employment candidates of the use of such tools; provides remedies for violations.
Restricts the use by an employer or an employment agency of electronic monitoring or an automated employment decision tool to screen a candidate or employee for an employment decision unless such tool has been the subject of an impact assessment within the last year; requires notice to employment candidates of the use of such tools; provides remedies for violations.
Restricts the use by an employer or an employment agency of electronic monitoring or an automated employment decision tool to screen a candidate or employee for an employment decision unless such tool has been the subject of an impact assessment within the last year; requires notice to employment candidates of the use of such tools; provides remedies for violations.
Restricts the use by an employer or an employment agency of electronic monitoring or an automated employment decision tool to screen a candidate or employee for an employment decision unless such tool has been the subject of an impact assessment within the last year; requires notice to employment candidates of the use of such tools; provides remedies for violations.
Prohibits the use of automated systems to make employment decisions unless there is a meaningful human review of the output of such automated system prior to the final employment decision; requires employers that use an automated system in the hiring process to notify applicants of the use of such system; provides that an applicant who has received an adverse employment decision may request a human-conducted review of such decision.
Requires covered employers to provide notice to certain affected employees prior to any technological displacement; requires reporting; requires a workforce transition period; makes related provisions.
Requires covered employers to provide notice to certain affected employees prior to any technological displacement; requires reporting; requires a workforce transition period; makes related provisions.