New York City — Local Law 144
What it asks of employers
- Tell candidates 10 business days before an AI assessment. Tell candidates who live in New York City, at least 10 business days before an automated employment decision tool assesses them, that the tool will be used and which job qualifications and characteristics it evaluates. On request, disclose the type and source of the data the tool collects and your data-retention policy.
- Post your latest bias-audit summary publicly. Publish a summary of your most recent bias audit — including the date of that audit and the tool's distribution date — on the careers or jobs section of your website, and keep it posted for at least six months after the tool's most recent use.
- Offer another way to be evaluated on request. Give candidates instructions for how to request an alternative selection process or a reasonable accommodation. The notice must include this request channel; the law does not require granting the alternative itself.
- Hire an independent bias auditor. Commission an independent auditor — one with no part in developing, using, or distributing the tool and no financial interest in it — to complete a bias audit no more than one year before the tool is used. The tool supplies the evidence; you arrange and pay for the audit.
What Amp does
- Selection-rate and impact-ratio bias data. The tool is tested to produce, across sex and race/ethnicity groups and their intersections (for example, Hispanic male or Black female), the selection rates and impact ratios (each group's selection rate divided by that of the most-selected group) that an independent auditor uses as bias-audit inputs.
- Audit-ready evidence package. A package documenting how the tool works — its test design, sample, thresholds, and stated limitations — carrying a tamper-evident seal, that your independent auditor can use as an input to the bias audit.