New York City's enforcement of an impending law regulating the use of automation and artificial intelligence in employment decisions has been postponed.
The New York City Department of Consumer and Worker Protection announced it will delay enforcing the law (Local Law 144), until April 15, 2023, due to the high volume of public comments. The law still has an effective date of Jan. 1, 2023.
We've rounded up articles from SHRM Online to provide more context on the news.
Groundbreaking Legislation
New York City passed the first-of-its-kind law in 2021 prohibiting employers from using AI and algorithm-based technologies for recruiting, hiring or promotion without those tools first being audited for bias.
More Clarity Needed
The Society for Human Resource Management (SHRM) recently asked the city's regulatory agency for further guidance on the law, specifically around the exact definition of "automated employment decision tool" and the provisions related to conducting bias audits.
HR Must Be Vigilant About the Ethical Use of AI Technology
Employers must be aware of the ethical considerations of using artificial intelligence technology—even in its current nascent stage—in the workplace. HR and business leaders are being drawn into the conflict between the competitive advantage the technology can provide and concerns about negative implications like unintended bias.
EEOC Announces Focus on Use of AI in Hiring
The U.S. Equal Employment Opportunity Commission (EEOC) announced an initiative last year to ensure that AI and other emerging technologies used in hiring and other employment decisions comply with federal anti-discrimination laws.
An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
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