As advancements in AI technology continue to improve, they are increasingly permeating various sectors and industries, corporations, and law firms included. Employment and recruiting are no exceptions to this trend. The city of New York has recently addressed a specific problem associated with AI use in this area by implementing Local Law 144 and corresponding regulations.
Local Law 144 was effective from this summer onwards and it places restrictions on the employment of Automated Employment Decision Tools, often abbreviated as AEDTs. Such tools can have far-reaching implications, presenting both opportunities and risks for the public and private sector alike.
As the landscape of AI in employment and recruiting changes and evolves, significant strides are being made in law to accommodate these shifts. Local Law 144 exemplifies legislation keeping pace with computer science.
For more detailed coverage of this issue, refer to this article.