AIUC-1 × NYC Local Law 144: Detailed crosswalk

5-301(a): Annual requirement

An AEDT cannot be used once 12 months have elapsed since its most recent bias audit. Use must cease until a new audit is complete.

5-301(b): Binary-output AEDTs

Applies when the AEDT produces a binary output. The audit must calculate the selection rate (e.g. candidates advancing ÷ total candidates in category) and impact ratio for each category, computed separately across sex, race/ethnicity, and all intersectional combinations of the categories.

5-301(c): Continuous-score AEDTs

Applies when the AEDT produces a numerical score rather than a binary output. The audit must first calculate the median score across the full applicant sample, then compute the scoring rate for individuals in each category, and derive the impact ratio for each category — again computed separately for sex, race/ethnicity, and all intersectional combinations.

5-301(d): Exclusion minimum — categories < 2% of data

Auditors may exclude a category comprising less than 2% of the dataset being used for the bias audit, provided the exclusion is justified and the category's count and scoring/selection rate are still reported.

5-302(a): Data requirements (historical data)

Audits must use the AEDT's own historical deployment data. Multiple employers may pool data for a bias audit under certain conditions.

5-302(b): Data requirements (test data)

Test data may only substitute for historical data when the employer's historical data is statistically insufficient; the audit summary must explain why and describe the test data's origin.

5-303(a)–(b): Public website posting of bias audit results

Before AEDT use, employers must post on their website the audit date, a results summary (including selection/scoring rates and impact ratios for all categories), and the AEDT's distribution date.

5-303(c): Retention of published results — 6 months post-last-use

Published bias audit results must remain posted for at least 6 months after the employer's last use of the AEDT.

5-304(a): Pre-use notice

The pre-use notice must include instructions for requesting an alternative selection process or reasonable accommodation, if one is available.

5-304(b): Candidates — 10 business days prior

Candidates residing in NYC must receive notice at least 10 business days before AEDT use, via website posting, job posting, or US mail/email.

5-304(c): Employees — 10 business days prior

Employees considered for promotion must receive notice at least 10 business days before AEDT use, via written policy/procedure, job posting, or US mail/email.

5-304(d): Data retention policy, type & source disclosure

Employers must disclose their AEDT data retention policy, data type, and data source on their website, or provide this information within 30 days of a written request.