If you’re applying for jobs in New York City, you need to understand how AI affects your rights. Automated hiring tools can introduce bias, limit transparency, and create challenges if you suspect discrimination. Knowing the laws that protect you is essential.
Employers use AI in several ways throughout the hiring process. Some of the most common applications include:
These tools help companies process large volumes of applications quickly. They also reduce the chance of human bias in some cases. However, they can create problems when they reinforce existing biases or lack transparency.
AI offers advantages to both employers and job seekers:
Despite these benefits, applicants must be cautious. AI is imperfect, and its design or implementation errors can unfairly impact job seekers.
If you’re applying for a job in NYC, be aware of the risks AI poses when hiring. Employers must follow anti-discrimination laws, but AI can still create unfair barriers. Here are some issues to watch for:
AI is only as fair as the data it learns from. AI can reinforce those biases if an employer’s past hiring practices were biased. For example, if a company historically hired more men than women for leadership roles, its AI system might favor male applicants.
To address this, New York City has passed laws regulating AI in hiring. The NYC Automated Employment Decision Tools (AEDT) law requires companies using AI-driven hiring tools to conduct bias audits. Employers must also inform candidates when AI is used to assess them.
AI hiring tools often work in ways that are unclear to job seekers. If a company rejects your application, you might not know why. You could have been filtered out due to an unseen algorithmic decision.
Under the AEDT law, NYC employers must disclose when they use AI to evaluate applicants. If you suspect unfair treatment, you can ask for more information.
AI hiring tools collect and analyze large amounts of data, sometimes including facial recognition or voice analysis. Employers must handle this information responsibly. If an employer misuses or fails to protect your data, it could violate privacy laws.
AI in hiring is here to stay, but you can take steps to protect yourself.
AI is reshaping the job market, but employers still have legal responsibilities. Understanding AI in NYC hiring practices can help you protect yourself.
If you suspect an employer used AI unfairly in hiring, you may have grounds for a complaint. Borrelli & Associates P.L.L.C. can help you understand your rights and determine if legal action is necessary.
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