NYC Local Law 144 requires New York City employers using automated employment decision tools to conduct an annual bias audit and provide notices before use. For New York law firms, that obligation intersects with the SHIELD Act’s data security requirements and broader professional responsibility duties when AI touches applicant, employee, client, or matter data. This […]
New York City Local Law 144 requires employers using automated employment decision tools (AEDTs) to conduct an annual “bias audit” and publish key audit details before using the tool on NYC applicants. In practice, many employers still deploy AI screening systems that can disadvantage protected groups or violate notice rules. This article explains how to
NYC Local Law 144 requires employers using automated employment decision tools (AEDTs) to complete an annual bias audit and provide candidate notice before use. For applicants and employees, that creates concrete hooks to challenge AI hiring systems that cause disparate impact—especially where audits, notices, or recordkeeping are deficient. This article explains how to evaluate an
