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Partner James Sherer is quoted throughout a two-part Cybersecurity Law Report series that examines a new New York City law mandating that employers disclose the use of automated employment decision tools (AEDT) to job applicants and annually publish results of a third-party bias audit of their use of AEDT.

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The law went into effect July 5 and “covers the array of resume scanners and candidate scorers that companies use to help winnow all the applications they receive for NYC office jobs,” according to <a href="https://www.cslawreport.com/20164861/nyc-ai-audit-law-what-five-companies-published-and-how-others-avoid-it.thtml" target="_blank" rel="noreferrer noopener">Part 1</a> of the series. It is titled “NYC AI Audit Law: What Five Companies Published – and How Others Avoid It” (Sept. 21; subscription required).

Sherer says employers appear to be unconcerned about the new law because they believe they already know about the issues it addresses. But he cautions that this law is “deceptively complex.” According to the article, it “includes a novel and untested measure of bias in candidate scoring,” and its “ambiguities make it difficult to conclude whether it applies.”

<a href="https://www.cslawreport.com/20180176/nyc-ai-audit-law-a-best-practice-guide-from-choosing-an-auditor-to-avoiding-enforcement.thtml" target="_blank" rel="noreferrer noopener">Part 2</a> of the series is titled “NYC AI Audit Law: A Best Practice Guide, From Choosing an Auditor to Avoiding Enforcement” (Sept. 22; subscription required).

New NYC law mandates audits, transparency in employer use of AI hiring tools

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