This help doc outlines what NYC 144 is, how Dover is helping users with compliance when using our product, and how users can configure Dover's settings to support compliance.
❓ What is NYC 144 and does this law impact Dover users?
NYC 144 regulates employers that use an Automated Employment Decision Tool, AEDT, to hire in New York City. NYC 144 includes tools used for hiring as well as talent management (e.g., promotion tracking).
Dover is considered an AEDT that supports hiring.
To ensure all customers are compliant, Dover has proactively enlisted an independent auditor to perform the required audit for all current and future customers.
❓ What is an AEDT?
An AEDT (Automated Employment Decision Tool) is “any computational process that issues simplified output that is used to substantially assist or replace discretionary decision making for employment decisions that impact natural persons.”
❓ How does NYC 144 impact employers?
NYC 144 regulates all employers who use an AEDT and accept applicants from NYC. The regulation requires all employers to comply with the requirements outlined in the following section. If an employer violates the regulation, the employer could be fined up to $1,500 per day for each non-compliant tool.
❓ How do we comply with NYC 144 while using Dover?
To be in compliance with NYC 144 regulations when using an AEDT, employers must:
Have a Bias Audit conducted on the AEDT annually
An independent auditor (to both the employer and Dover) will need to conduct a Bias Audit following the instructions outlined in NYC 144. The audit will calculate specific application metrics, broken up by sex/gender and ethnicity.
Note: The audit only requires a calculation; it doesn’t involve any assessment of the numbers calculated.
Publish the Bias Audit results
Employers must share the results of the Bias Audit. Having the results accessible on your career/job site is a great way to keep candidates informed and to stay compliant.
Create a channel for candidates to request an alternative selection process
Candidates have the right to request an alternative selection process or accommodation. However, the employer and the AEDT are not required to respond to or provide these requests.
❓ What has Dover done to help employers comply with NYC 144?
We built Dover so that hiring can be easy for you, so we also helped you comply with the NYC regulation. Here's what we've done:
Have a Bias Audit conducted on the AEDT annually.
We’ve hired an independent auditor to prepare the Bias Audit for all of our customers
Publish the Bias Audit results Now, every customer has a dedicated Equal Employment Opportunity page that publishes your dedicated Bias Audit. You can access that link via the Dover Careers Page or link the url to your website — you pick!
Create a channel for candidates to request an alternative selection process Candidates can now request an alternative selection process via email. Dover will notify the hiring team once a request once received.
How to view your Equal Employment Opportunity page
You can view your company’s Equal Employment Opportunity page from a potential candidate's POV.
Go to app.dover.io
On the left sidebar, select Careers page & click Preview
On the bottom of your Careers page, click the link about AI Employment Regulation compliance
From there, you can access your Equal Employment Opportunity page where candidates can request a different interview process and view their AI Bias Audit
The information provided above does not, and is not intended to, constitute legal advice; all information, content, and materials available on this site are for general informational purposes only. Information on this website may not constitute the most up-to-date legal or other information. This website contains links to other third-party websites. Such links are only for the convenience of the reader, user or browser.