Assembly Actions -
Senate Actions - UPPERCASE
|Jan 05, 2022
referred to labor
|May 19, 2021
referred to labor
Senate Bill S6852
2021-2022 Legislative Session
Archive: Last Bill Status - In Senate Committee Labor Committee
- In Committee Assembly
- On Floor Calendar Assembly
- Passed Assembly
- Delivered to Governor
- Signed By Governor
2021-S6852 (ACTIVE) - Details
2021-S6852 (ACTIVE) - Sponsor Memo
BILL NUMBER: S6852 SPONSOR: RAMOS TITLE OF BILL: An act to amend the labor law, in relation to establishing criteria for the sale of automated employment decision tools PURPOSE: This legislation ensures that employers have access to information regarding the impact the use of various automated employment decision tools has upon the available pools of prospective employees. SUMMARY OF SPECIFIC PROVISIONS: Section 1 of the bill amends the labor law by adding a new section 203-f defines the terms used in the legislation. Section 2 establishes the requirement those selling automated employment decision tools conduct and report an annual disparate impact study and
2021-S6852 (ACTIVE) - Bill Text download pdf
S T A T E O F N E W Y O R K ________________________________________________________________________ 6852 2021-2022 Regular Sessions I N S E N A T E May 19, 2021 ___________ Introduced by Sen. RAMOS -- read twice and ordered printed, and when printed to be committed to the Committee on Labor AN ACT to amend the labor law, in relation to establishing criteria for the sale of automated employment decision tools THE PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND ASSEM- BLY, DO ENACT AS FOLLOWS: Section 1. The labor law is amended by adding a new section 203-f to read as follows: § 203-F. SALE OF AUTOMATED EMPLOYMENT DECISION TOOLS. 1. FOR PURPOSES OF THIS SECTION, THE FOLLOWING TERMS SHALL HAVE THE FOLLOWING MEANINGS: A. "AUTOMATED EMPLOYMENT DECISION TOOL" MEANS ANY SYSTEM USED TO FILTER EMPLOYMENT CANDIDATES OR PROSPECTIVE CANDIDATES FOR HIRE IN A WAY THAT ESTABLISHES A PREFERRED CANDIDATE OR CANDIDATES WITHOUT RELYING ON CANDIDATE-SPECIFIC ASSESSMENTS BY INDIVIDUAL DECISION-MAKERS. AUTOMATED EMPLOYMENT DECISION TOOLS SHALL INCLUDE PERSONALITY TESTS, COGNITIVE ABILITY TESTS, RESUME SCORING SYSTEMS AND ANY SYSTEM WHOSE FUNCTION IS GOVERNED BY STATISTICAL THEORY, OR WHOSE PARAMETERS ARE DEFINED BY SUCH SYSTEMS, INCLUDING INFERENTIAL METHODOLOGIES, LINEAR REGRESSION, NEURAL NETWORKS, DECISION TREES, RANDOM FORESTS AND OTHER LEARNING ALGORITHMS. B. "DISPARATE IMPACT REPORT" MEANS AN ANALYSIS, INCLUDING BUT NOT LIMITED TO TESTING, OF THE EXTENT TO WHICH USE OF AN AUTOMATED EMPLOY- MENT DECISION TOOL IS LIKELY TO RESULT IN AN ADVERSE IMPACT TO THE DETRIMENT OF ANY GROUP ON THE BASIS OF SEX, RACE OR ETHNICITY. A DISPA- RATE IMPACT REPORT SHALL DIFFERENTIATE BETWEEN CANDIDATES WHO WERE SELECTED AND CANDIDATES WHO WERE NOT SELECTED BY THE TOOL AND SHALL INCLUDE A DISPARATE IMPACT ANALYSIS AS SPECIFIED IN THE UNIFORM GUIDE- LINES ON EMPLOYEE SELECTION PROCEDURES PROMULGATED BY THE UNITED STATES EQUAL EMPLOYMENT OPPORTUNITY COMMISSION. C. "DISABILITY ACCOMMODATION POLICY" MEANS AN OVERVIEW OF THE PROCE- DURES AN AUTOMATED EMPLOYMENT DECISION TOOL RELIES ON TO ENSURE THAT CANDIDATES WITH DISABILITIES CAN RECEIVE REASONABLE ACCOMMODATIONS IN EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets [ ] is old law to be omitted.
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