Source URL: https://tracker.holisticai.com/feed/nyc-local-law-144-agentic-ai
Source: AI Tracker – Track Global AI Regulations
Title: Does NYC Local Law 144 apply to agentic AI HR systems?
Feedly Summary:
AI Summary and Description: Yes
Summary: The text discusses New York City Local Law 144, which mandates annual independent bias audits for automated employment decision tools (AEDT), amid the rapid evolution of AI technologies, particularly in generative AI. It emphasizes that the law applies to large language models (LLMs) and AI agents used in HR tools, highlighting the need for compliance in this expanding field.
Detailed Description: The provided text outlines important legal developments concerning the use of AI in employment, particularly relevant for professionals in AI security, compliance, and infrastructure security. Here are the key points:
– **Local Law 144**: This New York City legislation requires annual independent audits to check for bias in automated decision-making tools used for employment. The law aims to ensure fairness and transparency in hiring processes powered by AI.
– **Enforcement Date**: The law was enforced starting on July 5, 2023, indicating a timeline for organizations to prepare for compliance.
– **Rapid Evolution of AI**: The landscape of artificial intelligence is evolving swiftly, particularly with the rise of generative AI technologies. This evolution presents both opportunities and challenges for compliance and governance.
– **Generative AI & LLMs**: The text highlights that employers and vendors are increasingly utilizing LLMs and generative AI in HR tools. This trend necessitates careful consideration of how these technologies are employed in hiring practices.
– **Scope of Local Law 144**: It stresses that Local Law 144 isn’t limited to traditional automated tools; rather, it also encompasses AI agents and other technologies powered by LLMs. As such, organizations must evaluate their use of these advanced technologies within the framework of the law.
Implications for Compliance and Security Professionals:
– Organizations leveraging AI in employment must now include compliance with Local Law 144 as a critical aspect of their AI governance framework.
– There is a growing emphasis on bias detection and mitigation in AI tools, especially as they are integrated into sensitive areas like hiring.
– Security, legal, and compliance teams in HR tech companies should closely monitor developments related to this law, ensuring they adopt best practices and meet regulatory expectations.
In summary, the implementation of Local Law 144 represents a significant step towards enhancing accountability in the use of AI for employment decisions, creating an urgent call for organizations to proactively engage in auditing practices and ensure compliance.