Regulatory framework
Govern Employment AI.
Prove Fairness. Build the Evidence.
CognitiveView helps employers and employment agencies identify Automated Employment Decision Tools (AEDTs), manage Local Law 144 requirements, coordinate bias audit evidence, document transparency and continuously govern AI used in employment decisions.
Understand your AEDTs
Identify AI tools and determine applicability
Build evidence
Connect audit evidence, controls and notices
Stay compliant
Monitor AI changes and reassess compliance
Key dates for NYC Local Law 144
Track the key audit, disclosure and notice requirements across your employment AI lifecycle.
Enforcement of Local Law 144 began.
Complete the bias audit, publish its summary and provide required notice.
Keep the independent bias audit current for continued AEDT use.
Maintain transparency, notices, evidence and monitoring.
Required candidate and employee notice must be provided at least 10 business days before use.
Understand the framework
Bring bias audit evidence, transparency and candidate notices together across your employment AI estate.
NYC Local Law 144 establishes requirements for certain Automated Employment Decision Tools used by employers and employment agencies. CognitiveView connects your audit, notice and disclosure work with ongoing employment AI governance.
The tool needs a bias audit within one year of use, a publicly available audit summary, and the required employee or candidate notices.
Connect these requirements with accountable owners, documented evidence and a repeatable governance process.
NYC DCWP guidance (opens in a new tab)AEDTs
Covered employment decision tools
Employers
Including employment agencies
NYC
Candidates and employees
Determine applicability
Follow a structured workflow to understand how your employment AI is used and assess its scope.
Identify the tool, its outputs and the intended use case.
Does it assess or screen candidates for hiring or promotion?
Review its use of machine learning, statistical modelling, data analytics or AI.
Does it substantially assist or replace discretionary decision-making?
Confirm the NYC connection and assess coverage under Local Law 144.
Compliance readiness, connected
See audit readiness, notices and evidence across your employment AI estate in one connected view.
Employment AI readiness overview
Illustrative dashboard · Sample data
AEDT inventory
Bias audit management
Transparency & disclosure
Candidate / employee notice
Data governance
Evidence & documentation
Monitoring & reassessment
24
AEDTs
18
Bias audits completed
4
Audits expiring within 90 days
11
Evidence gaps
7
Notice requirements
5
Open remediation items
Across your employment AI estate
Explore the tools your teams use across hiring and promotion. Assess each tool’s purpose, decision influence and applicability.
Review how AI screens, scores and ranks job applicants.
Assess AI that matches applicants to role requirements.
Govern tools that assess and evaluate candidates.
Understand how AI recommendations influence hiring decisions.
Review AI-based skills assessments used in promotion decisions.
Track AI that supports employee evaluation and internal mobility.
Assess recruiting copilots and candidate recommendations.
Maintain visibility into vendor platforms and assessment tools.
Review how AI insights are used in hiring and promotion workflows.
Ready for NYC Local Law 144?
Identify your AEDTs. Prepare for bias audits. Manage transparency and notices. Capture the evidence and maintain governance as your AI systems evolve.
Connect bias audit evidence with disclosures and notices.
Identify and manage bias and governance gaps in employment AI.
Show accountable AI use to candidates, employees and regulators.