NYC Local Law 144 Compliance Checklist

Document every automated tool that substantially assists or replaces human decision-making in screening, scoring, or selecting candidates.

The auditor must be independent of the AEDT developer and employer. OnHirely provides independent bias audit capabilities.

Include selection rates by race/ethnicity and sex for each AEDT. If historical data is unavailable, use test data.

Calculate impact ratios for each demographic group at each hiring stage. Any ratio below 0.8 indicates adverse impact.

Use chi-squared test (n>40) or Fisher exact test (n≤40) to determine if disparities are statistically significant.

Report must include: AEDT description, data source, analysis date, impact ratios, and statistical test results.

Audit results must be publicly available on the employer's website for at least 6 months before using the AEDT.

Notify candidates at least 10 business days before use of AEDT, including information about the tool and available alternatives.

Candidates who request an alternative to AEDT evaluation must be provided with one.

Set a calendar reminder to renew the bias audit before the 1-year expiration. Plan data collection 2 months in advance.

Obtain and file compliance documentation from each AEDT vendor, including their own audit results if available.

Ensure all hiring managers and HR staff understand AEDT disclosure requirements and candidate rights.