NYC Int 1003-2024 — AI Working Group within NYC Commission on Human Rights
New York, NY · NYC Int 1003-2024
NYC Int 1003-2024 would amend the admin code to create an AI working group at the Commission on Human Rights to study AI's impact on employment and AEDT effects on protected classes — complementing Local Law 144.
Technical detail
Int 1003-2024 (Restler): creates an AI Working Group within CCHR with members representing labor, civil rights, AI ethics, employment law, and technology. Working Group studies AI in employment and AEDT effects on protected classes, recommends regulations and reports to Council.
Who is protected: New Yorkers from employment-AI discrimination (would expand under LL144)
Who must comply: Would expand reach of NYC employment-AI regulation
Key facts
| Jurisdiction | New York, NY |
|---|---|
| Level | City / local |
| Status | Proposed / pending |
| Protection strength | Proposed or pending |
| Citation | NYC Int 1003-2024 |
| Enforced by | NYC Commission on Human Rights |
| Private right of action | No — agency enforcement only |
| Topics | AI hiring and employment · automated decision-making · consumer protection |
| Last verified | 2026-06-16 |
| Official source | Int 1003-2024 — NYC Council Legistar ↗ |
More AI rules in New York, NY
- NYC Int 1196-2025 · Proposed / pending
- NYC Public Schools Guidance on AI · In effect
Related AI hiring and employment rules elsewhere
- CA EO N-6-26 (AI Workforce) · In effect
- CO ADMT Act (SB 26-189, 2026) · Enacted (not yet in effect)
- Maine LD 61 (employer surveillance disclosure & prohibition) · In effect
- Washington SHB 1672 (employee monitoring notice, ADS restrictions, emotion AI ban) · In effect
- Stop Spying Bosses Act (Senate, 2026) · Proposed / pending
- Meta AI Layoff Discrimination Lawsuit (2026) · In effect
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