The New York City Law No. 144—also known as the Automated Employment Decision Tools (“AEDT”) Law— is set to shake up the hiring practices of New York City employers on April 15, 2023, when the Department of Consumer and Worker Protection (“DCWP”) begins enforcing the law (enforcement delayed from the original January 1, 2023, effective date). This law mandates that employers who use AEDTs in their hiring processes must notify applicants of the use of the technology, and also conduct independent “bias audits” as a means to assess and mitigate potential discriminatory impacts of AEDTs on candidates.
Join Blank Rome’s Anthony Mingione and organizational psychologist Marc Prine of MIP Consulting as they discuss the intricacies of this new law and how it may impact businesses.
Topics include:
- An in-depth analysis of the new law and its requirements
- A comprehensive definition of AEDTs and employment decisions under the law, and which employers and employment agencies are affected
- The inherent risks of using artificial intelligence (“AI”)-driven tools in the hiring process, such as unintentional discrimination, and how the new law aims to address these risks
- Ethical considerations surrounding AI-driven tools and how to ensure that their use aligns with organizational values
SPEAKERS
Anthony Mingione, Partner, Blank Rome
Marc Prine, Organizational Psychologist, MIP Consulting
CLE Credit
This program is anticipated to qualify for general credit in the following jurisdictions:
- CA – 1.0 general credits
- CT – 1.0 general credits (reciprocity)
- DE – 1.0 general credits (pending)
- FL – 1.0 general credits (pending)
- NJ – 1.0 general credits (reciprocity)
- NY – 1.0 professional practice credits (transitional and available for newly admitted attorneys)
- PA – 1.0 general credits
- TX – 1.0 general credits
QUESTIONS? Please contact Jennifer Reda via e-mail.
