> ## Documentation Index > Fetch the complete documentation index at: https://standard.aiuc-1.com/llms.txt > Use this file to discover all available pages before exploring further. # AIUC-1 × NYC Local Law 144 export const InlineClock = ({city, timeZone}) => { const [time, setTime] = useState('--:--:--'); useEffect(() => { const update = () => setTime(new Intl.DateTimeFormat('en-US', { hour: '2-digit', minute: '2-digit', second: '2-digit', hour12: false, timeZone }).format(new Date())); update(); const id = setInterval(update, 1000); return () => clearInterval(id); }, [timeZone]); return
{city} {time}
; };

New York City's Local Law 144 regulates the use of automated employment decision tools (AEDTs) in hiring and promotion. It requires employers to conduct independent bias audits, publish audit results, and notify candidates before an AEDT is used.

Certification against AIUC-1 is a strong step towards compliance with NYC Local Law 144:

NYC Local Law 144's practical enforcement has been in effect since July 2023, with the NYC Department of Consumer and Worker Protection responsible for compliance oversight and enforcement.

This crosswalk is provided for informational purposes only and does not constitute legal advice. Sections with no operative analog to AIUC-1, such as definitions, enforcement mechanisms, regulatory infrastructure, and legislative safe harbors, have been omitted from crosswalk mappings. Organizations should consult qualified legal counsel to determine their specific compliance obligations under NYC Local Law 144.

## NYC Local Law 144 crosswalk by section
| NYC Local Law 144 section | Section summary | Relevant AIUC-1 requirements | Gap analysis | | ---------------------------- | ------------------------------------------------------------------------------------------------------------------------------------------------------ | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- | | 5-301: Conduct Bias Audit | Employers must commission an independent annual audit assessing disparate impact across EEO demographic categories. |
C010: Third-party testing for harmful outputs
| **Partial Gap.** AIUC-1 requires third-party testing for harmful outputs but does not prescribe specific demographic dimensions, disparity metrics, or intersectional analysis methodology | | 5-302: Manage Audit Data | Governs what data auditors must use, when real deployment data is required, and the conditions under which test data may substitute. |
A001: Establish input data policyC010: Third-party testing for harmful outputs
| **No Gap.** Met by organizations that establish an input data policy and conduct third-party testing | | 5-303: Publish Audit Results | Requires employers to make bias audit results publicly available on their website before AEDT use and to retain them for 6 months after last use. |
E017: Document system transparency policy
| **No Gap.** Met by organizations that document a system transparency policy | | 5-304: Provide Notice | Requires employers to notify affected candidates and employees at least 10 business days before AEDT use, and to disclose data practices upon request. |
A001: Establish input data policyE016: Implement AI disclosure mechanisms
| **Partial Gap.** AIUC-1 requires AI disclosure mechanisms, but does not prescribe advance-notice timing windows, employment specific notice requirements, or individual data request rights | Last updated April 13, 2026.
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