NYC Local Law 144
New York City's law on automated employment decision tools (AEDTs). Requires an independent bias audit before use, published results, and candidate notice — in force and enforced.
An independent bias audit before any automated hiring tool is used.
Local Law 144 governs automated employment decision tools used for hiring or promotion of NYC candidates and employees. Before use, the tool must pass an independent third-party bias audit, the summary results must be published, and candidates must be notified that an AEDT is being used.
It is one of the most concrete AI employment laws in force — the obligation is specific, auditable, and already enforced.
The files this framework actually requires.
LL144 names a bias audit, a published summary and candidate notice. Hael maintains each as a current record.
GRC tools tell you these are missing. Hael generates them — from each system's real configuration.
A checklist tells you what's missing. Hael puts it on record.
A checklist asks whether you've done the bias audit. Hael holds the audit record, the published summary and the candidate notice, current.
Discover, classify, produce — for NYC Local Law 144.
Find the systems in NYC Local Law 144 scope, including embedded third-party AI.
Assess each against NYC Local Law 144's risk tiers and obligations.
Generate the NYC Local Law 144 records, versioned and current.
Every obligation, mapped to the control that satisfies it.
Rows are the framework's clauses.
Columns are the controls and files that satisfy them.
Cells update as the underlying configuration changes.
Clause by clause.
Author once. Satisfy many.
The bias-audit evidence and AEDT inventory you maintain for LL144 feed the broader discrimination-risk work under Colorado's AI Act and the EU AI Act's high-risk employment provisions.
Already enforced — hold the audit on record, not in an email thread.
NYC LL144 is in force. Hael maintains the bias audit, published summary and candidate notices as living records.