Restricts the use of electronic monitoring and automated employment decision tools by employers unless they have been subject to an impact assessment.

New York S10290 amends the labor law to restrict the use of electronic monitoring and automated employment decision tools by employers. Employers cannot use these tools to screen candidates or employees for employment decisions unless they have been subject to an impact assessment within the last year. Employers must provide notice to employment candidates of the use of such tools. The bill also provides remedies for violations, including civil liability and potential penalties.

Restricts the use of electronic monitoring and automated employment decision tools by employers unless they have been subject to an impact assessment.

New York S10290 amends the labor law to restrict the use of electronic monitoring and automated employment decision tools by employers. Employers cannot use these tools to screen candidates or employees for employment decisions unless they have been subject to an impact assessment within the last year. Employers must provide notice to employment candidates of the use of such tools. The bill also provides remedies for violations, including civil liability and potential penalties.