NY A00567

Defines "automated employment decision tool" to include personality tests, cognitive ability tests, resume scoring systems, and artificial intelligence or machine learning algorithms used to filter employment candidates without individual decision-maker assessments.

Requires employers to conduct disparate impact analyses at least annually to assess whether automated employment decision tools create adverse impacts based on sex, race, ethnicity, or other protected classes.

Mandates employers publish a summary of the most recent disparate impact analysis and tool distribution date on their website prior to implementation and submit annual summaries to the Department of Labor.

Authorizes the Attorney General and Department of Labor Commissioner to investigate suspected violations and pursue court actions for compliance or appropriate relief.

Takes effect immediately upon enactment.