New York A 3914: Relates to the residency of correction officers employed by the county of Chenango

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A03914 Summary:

BILL NOA03914 

&nbsp

SAME ASNo Same As

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SPONSORAlvarez

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COSPNSR

&nbsp

MLTSPNSRDavila

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Add §203-g, Lab L

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Establishes criteria for the use of automated employment decision tools; provides for enforcement for violations of such criteria.

Go to top A03914 Actions:

BILL NOA03914 

&nbsp

01/30/2025referred to labor

01/07/2026referred to labor

Go to topA03914 Committee&nbspVotes:

Go to topA03914 Floor&nbspVotes:

There are no Assembly votes for this bill in this legislative session.

Go to topA03914 Text:

 STATE OF NEW YORK
 ________________________________________________________________________

 3914

 2025-2026 Regular Sessions

 IN ASSEMBLY

 January 30, 2025
 ___________

 Introduced by M. of A. ALVAREZ -- read once and referred to the Commit-
 tee on Labor

 AN ACT to amend the labor law, in relation to establishing criteria for
 the use of automated employment decision tools

 The People of the State of New York, represented in Senate and Assem-
 bly, do enact as follows:

 1 Section 1. The labor law is amended by adding a new section 203-g to
 2 read as follows:
 3 § 203-g. Use of automated employment decision tools. 1. For purposes
 4 of this section, the following terms shall have the following meanings:
 5 a. "Automated employment decision tool" means any system used to
 6 filter employment candidates or prospective candidates for hire in a way
 7 that establishes a preferred candidate or candidates without relying on
 8 candidate-specific assessments by individual decision-makers. Automated
 9 employment decision tools shall include personality tests, cognitive
 10 ability tests, resume scoring systems and any system whose function is
 11 governed by statistical theory, or whose parameters are defined by such
 12 systems, including inferential methodologies, linear regression, neural
 13 networks, decision trees, random forests and other artificial intelli-
 14 gence or machine learning algorithms. The term "automated employment
 15 decision tool" does not include a tool that does not automate, support,
 16 substantially assist or replace discretionary decision-making processes
 17 and that does not materially impact natural persons.
 18 b. "Disparate impact analysis" means an impartial analysis, including
 19 but not limited to testing of the extent to which use of an automated
 20 employment decision tool is likely to result in an adverse impact to the
 21 detriment of any group on the basis of sex, race, ethnicity, or other
 22 protected class under article fifteen of the executive law. The results
 23 of such analysis shall be reported to the employer implementing or using
 24 an automated employment decision tool. A disparate impact analysis
 25 shall differentiate between candidates who were selected and candidates

 EXPLANATION--Matter in italics (underscored) is new; matter in brackets
 [ ] is old law to be omitted.
 LBD05036-01-5

 A. 3914 2

 1 who were not selected by the tool and shall include a disparate impact
 2 analysis as specified in the uniform guidelines on employee selection
 3 procedures promulgated by the United States equal employment opportunity
 4 commission.
 5 c. "Employment decision" means to screen candidates for employment.
 6 2. It shall be unlawful for an employer to implement or use an auto-
 7 mated employment decision tool that fails to comply with the following
 8 provisions:
 9 a. No less than annually, a disparate impact analysis shall be
 10 conducted to assess the actual impact of any automated employment
 11 decision tool used by any employer to select candidates for jobs within
 12 the state. Such disparate impact analysis shall be provided to the
 13 employer but shall not be publicly filed and shall be subject to all
 14 applicable privileges.
 15 b. A summary of the most recent disparate impact analysis of such tool
 16 as well as the distribution date of the tool to which the analysis
 17 applies has been made publicly available on the website of the employer
 18 or employment agency prior to the implementation or use of such tool.
 19 c. No less than annually, any employer using an automated employment
 20 decision tool shall provide to the department such summary of the most
 21 recent disparate impact analysis provided to the employer on that tool.
 22 3