Who must publish AI bias audits?

Covered City agencies and private employers using automated employment decision tools as defined by the City law must disclose audit summaries and notices.

Where do I find audit results?

Audit summaries are posted by the employer or agency and may be available via the City registry or the enforcing office's website.

How do I report suspected discrimination from an ADS?

Preserve evidence, then file a complaint with the City enforcement office listed in the Help and Support / Resources section.

AI Bias Audit Law & Public Meetings - Staten Island

Technology and Data New York 3 Minutes Read · published February 08, 2026

Staten Island, New York agencies and employers using automated decision systems (ADS) for hiring or public services must follow city rules requiring bias audits, public notice, and opportunities for community input. This guide explains what Staten Island residents and local employers need to know about audit results, how public meetings are handled, and where to report concerns under New York City law.

Overview

New York City law requires disclosure and bias audits for some automated employment decision tools; employers must provide summaries and allow public review when tools affect hiring or promotion. For City agencies and covered employers, the statute sets requirements for notice, auditing, and recordkeeping ^[1]^[2].

Public notice and audit summaries are intended to increase transparency about algorithmic hiring decisions.

Penalties & Enforcement

Enforcement responsibility falls to the City office charged with consumer and worker protection and any agency named in the law; the statute describes compliance steps and oversight but specific penalty figures are not plainly listed on the cited summary pages.

Monetary penalties: not specified on the cited page ^[1].
Escalation: first, repeat, and continuing-offence procedures are not specified on the cited summary and require consulting the text of the local law ^[2].
Non-monetary sanctions: orders to cease use, corrective audits, and court enforcement actions may be available but specific remedies are not listed on the cited guidance.
Inspection and complaint pathways: complaints are handled through the City enforcement office and official complaint portals; see Help and Support / Resources below for contacts.
Appeal/review: the law indicates administrative review routes; exact time limits for appeals are not specified on the cited summary pages.

If you believe an ADS harmed you, file a complaint promptly and preserve job notices and correspondence.

Applications & Forms

Required submissions and standardized forms for audit filings are not published as a single downloadable form on the cited pages; employers should consult the implementing agency for any required templates or submission instructions ^[1].

Public Meetings & Community Access

When AI or ADS affects hiring or public benefits, affected communities must be given notice of meetings and access to key audit findings. Meeting notices commonly include location, agenda, and instructions for public comment; specific public meeting procedures are set by the agency or local implementing rules.

Advance notice: agencies typically publish meeting dates and materials in advance; exact notice periods are not specified on the cited summary pages.
Materials: audit summaries and methodological descriptions should be posted where the public can read them.
Oral comment: public meetings provide time for oral comment; rules for time limits vary by agency.

Attend the published meeting and submit written comments if you cannot speak in person.

Common Violations (examples)

Failure to publish an audit summary when required.
Incomplete or misleading audit documentation.
Using an ADS in hiring without required notice to applicants.

FAQ

Who must publish AI bias audits?: Covered City agencies and private employers using automated employment decision tools as defined by the City law must disclose audit summaries and notices.
Where do I find audit results?: Audit summaries are posted by the employer or agency and may be available via the City registry or the enforcing office's website.
How do I report suspected discrimination from an ADS?: Preserve evidence (job notices, postings, correspondence), then file a complaint with the City enforcement office listed below.

How-To

Gather documentation: save job postings, emails, and any notices that mention automated tools.
Check the published audit summary for the tool to understand metrics and mitigations.
Attend the public meeting or submit written comments before the posted deadline.
If harmed, file a formal complaint with the City enforcement office and follow appeal instructions they provide.

Key Takeaways

Transparency: audit summaries must be available for public review.
Action: attend meetings, submit comments, and file complaints when necessary.