NY A03914

Defines "automated employment decision tools" broadly to include personality tests, cognitive ability tests, resume scoring systems, AI/machine learning algorithms, neural networks, and other statistical systems used to filter job candidates

Requires employers to conduct annual disparate impact analyses assessing whether their automated hiring tools create adverse impacts based on sex, race, ethnicity, or other protected classes under New York law

Mandates employers publish a summary of the most recent disparate impact analysis on their website before using such tools and submit the summary annually to the Department of Labor

Grants both the Attorney General and the Labor Commissioner authority to investigate suspected violations and initiate court proceedings to mandate compliance or seek other appropriate relief

Takes effect immediately upon passage, with the Department of Labor authorized to promulgate implementing rules and regulations