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Overview
The increasing use of artificial intelligence and machine learning as part of employment decisions and workplace management has drawn the attention of legislators and regulators. New York City’s Local Law 144, which regulates “automated employment decision tools” is the first law in the nation to require such tools be subjected to “bias audits” to root out discriminatory impact along with a variety of other requirements aimed at transparency in the use of such AI tools. Employers subject to these New York City requirements should tune in to learn best practices for compliance with this developing area of law.
Our speakers will discuss:
- Background and legislative history of New York City Local Law 144 (10 minutes)
- What constitutes an “automated employment decision tool,” or AEDT, for purposes of Local Law 144 (15 minutes)
- What is required for a “bias audit” and who is an appropriate auditor (15 minutes)
- Notice and disclosure requirements under Local Law 144 (10 minutes)
- Interplay between Local Law 144 and anti-discrimination laws, as well as federal law and EEOC guidance (10 minutes)
Faculty:
Courtney Stieber
Seyfarth Shaw LLP
Robert T. Szyba
Seyfarth Shaw LLP