Creates standards for independent bias auditing of automated employment decision tools.

This bill requires employers using automated hiring tools (AEDTs) to conduct annual independent bias audits to check for discrimination against protected categories like race, gender, and intersectional groups. Employers must publicly post audit results on their websites, including selection rates and impact ratios, and notify job applicants about AEDT use at least 10 business days before implementation. The law defines "bias audit" as an impartial evaluation assessing compliance with anti-discrimination laws, performed by auditors with no conflicts of interest. It applies to AI systems that screen candidates or determine hiring decisions, but does not mandate AEDT use - only that employers using such tools comply with these transparency and audit requirements.