NY A09314

Defines "automated employment decision tools" to include personality tests, cognitive ability tests, resume scoring systems, and AI/machine learning algorithms used to filter job candidates without individual decision-maker assessments.

Requires employers to conduct disparate impact analyses at least annually to assess whether automated employment decision tools result in adverse impacts based on sex, race, ethnicity, or other protected classes under New York executive law.

Mandates employers post a summary of the most recent disparate impact analysis on their website or employment agency website prior to implementing or using the tool, and submit annual summaries to the Department of Labor.

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

Takes effect immediately upon enactment.