New York S10147 restricts employers from using electronic monitoring or automated employment decision tools unless they undergo an impact assessment.

New York S10147 amends the labor law to restrict employers from using electronic monitoring or automated employment decision tools to screen candidates or employees for employment decisions unless such tools have been subject to an impact assessment within the last year. Employers must notify candidates of the use of such tools and provide details about the tool's outputs, potential disparate impacts, and actions to mitigate such impacts. Employers must also ensure employee data used by these tools is accurate and up to date.

New York S10147 restricts employers from using electronic monitoring or automated employment decision tools unless they undergo an impact assessment.

New York S10147 amends the labor law to restrict employers from using electronic monitoring or automated employment decision tools to screen candidates or employees for employment decisions unless such tools have been subject to an impact assessment within the last year. Employers must notify candidates of the use of such tools and provide details about the tool's outputs, potential disparate impacts, and actions to mitigate such impacts. Employers must also ensure employee data used by these tools is accurate and up to date.