NYC Local Law 144 — Automated Employment Decision Tools · v2023 (in force 2023-07-05)

NYC Local Law 144 — Automated Employment Decision Tools

NYC Local Law 144 — Automated Employment Decision Tools — 67% covered.

3 requirements · 1 enforced · 2 designed · 0 advisory · 0 deferred.

Source: https://www.nyc.gov/site/dca/about/automated-employment-decision-tools.page · License: NYC public law — public domain

By category

CategoryReqsEnforcedDesignedAdvisoryDeferredCoverage
AEDT bias audit 1 1 0 0 0 100%
Candidate notice 1 0 1 0 0 50%
Publication & data retention 1 0 1 0 0 50%

Every requirement → the KYE™ artefact that enforces it

IDTitleStatusKYE™ enforcement
nyc-ll144.AEDT_BIAS_AUDIT An Automated Employment Decision Tool may not be used to screen a candidate unless it has been subject to a bias audit within the trailing 12 months (NYC Admin Code §20-871) enforced rule_packs: kye:rule-pack:hr-recruitment
audit_events: kye.purpose.admissibility.v1, kye.evidence.pack.v1
constitution_refs: constitution/49-UNIVERSAL-ENGAGEMENT-RAIL.md, constitution/13-RESILIENCE-LOOP.md
nyc-ll144.CANDIDATE_NOTICE Candidates must receive notice that an AEDT will be used and of the job qualifications and characteristics it assesses (NYC Admin Code §20-871(b)) designed rule_packs: kye:rule-pack:hr-recruitment
audit_events: kye.evidence.decision_map.v1
constitution_refs: constitution/61-RIGHTS-DISPUTES-DISCLOSURE-RAIL.md
nyc-ll144.PUBLICATION_RETENTION A summary of the most recent bias-audit results and the distribution date must be published, and retained, before the AEDT is used (NYC Admin Code §20-871(a)(2)) designed rule_packs: kye:rule-pack:hr-recruitment
audit_events: kye.evidence.pack.v1, kye.compliance.attestation.v1
constitution_refs: constitution/30-AUDIT-WORM-RETENTION.md