This bill establishes regulations for the use of automated employment decision tools in hiring processes to mitigate potential discrimination. It defines an "automated employment decision tool" as any system that utilizes statistical methods or learning algorithms to filter candidates for employment. The bill prohibits the sale of such tools unless they have undergone a bias audit within the past year, include an annual bias audit service at no extra cost, and are accompanied by a notice indicating their compliance with the bill's provisions. Employers using these tools must also provide a summary of the most recent bias audit on their websites.

Additionally, the bill mandates that candidates be notified within 30 days if an automated employment decision tool was used in their application process. This notification must include information about the tool's use, the job qualifications assessed, and, upon request, details about the data collected and the employer's data retention policy. Violations of these requirements can result in civil penalties, with the intent of the bill being to affirm candidates' rights and ensure transparency in the hiring process while maintaining the authority of the State to enforce anti-discrimination laws.