Early this month, the City of New York announced the final rules for Local Law 144, concerning employers’ use of “automated employment decision tools” (AEDT) and, once again, pushed the enforcement date.

The law requires that any companies using automated recruiting tools are subject to annual bias audits and also must disclose to employees and candidates which tools the company uses. Enforcement of the law begins July 5, 2023 and fines range from $500 to $1,500 per violation per day, according to SHRM.

Last chance. “The final rules include a number of changes to earlier versions, including expanding the scope of ‘machine learning, statistical modeling, data analytics, or artificial intelligence,’ modifying bias audit standards, and clarifying information that must be disclosed,” Simone Francis, an attorney with Ogletree Deakins, told SHRM.

Lisa Lupion, partner, and Brianna Messina, associate, from the law firm Orrick, Herrington & Sutcliffe wrote that the law applies to companies that use AEDTs to “substantially assist or replace discretionary decision making,” meaning: They rely solely on a score or ranking, or the score or ranking is weighted more than a human decision.

Employers need to identify any tools fitting this description as AEDTs, submit them for an independent bias audit, and then make a summary of that audit publicly available, Lupion and Messina wrote. The law is unclear as to what type of professional may conduct the audit, only specifying that they must be impartial, independent, and not involved in the creation or distribution of the AEDT.—AK

Remember quiet quitting? It was the trending workplace topic in 2022, but how many of you can explain what’s actually behind it? Spoiler alert: This guide’s got the scoop.

Let’s back up a little. First, quiet quitting isn’t actually quitting. And it’s not a sudden, unexplainable wave of poor employee performance. Instead, quiet quitting occurs when employees feel underpaid, overworked, and unappreciated.

That’s where Paycom’s new guide comes in. HR can’t cut quiet quitting completely, but it can create a more supportive, rewarding environment that asks employees what they need.

This guide covers everything you need to know about fostering a healthy workplace. And with Paycom’s easy-to-use app, employees access their data and communicate with HR in one place.

Ready to break the silence? Get the guide.

Today’s is a special edition of our Coworking 1:1 series. This week, we’re featuring one of our own! Want to be featured in an upcoming edition? Click here to introduce yourself.

This week’s Coworking spotlights HR Brew’s newest reporter, Courtney Vinopal, who joined Morning Brew last week after covering business for various publications, including the Wall Street Journal, the Washington Post, the Observer, and Quartz. She’s a seasoned business reporter and producer with experience covering labor, management, and the intersection of gender and the workplace.

When she’s not covering the latest HR trends in fertility benefits or pay transparency, she’s off traveling or listening to looong audiobooks. She’s currently in the middle of The Power Broker, coming in at more than 1,300 pages in print.

Feel free to drop her a note at [email protected] to say, “Hi!” as she gets started on the HR beat.

What are you most interested in exploring as you begin reporting for HR Brew?

In recent months, new pay transparency laws have taken effect that could have interesting implications for the employer–employee relationship. While salary transparency can be challenging from a compliance perspective, HR leaders I’ve spoken with say it’s also allowed them to have more frank, open discussions with employees about pay. This seems to be particularly true when HR departments are able to put resources toward developing a comprehensive pay philosophy.

Keep reading.—AD

Almost 800,000 nurses intend to leave the workforce by 2027 because of stress, burnout, or retirement, according to a new analysis. Their impending departures come after about 100,000 registered nurses quit during the Covid-19 pandemic.

Registered nurses with fewer than 10 years of experience accounted for ~41% of those who left the profession during the pandemic, according to the 2022 National Nursing Workforce Survey by the National Council of State Boards of Nursing (NCSBN), a nonprofit focused on nursing regulations.

Approximately 15% of nurses with fewer than 10 years of experience are expected to leave the workforce in the next five years, leading to a net decline of 188,962 nurses.

“The data is clear: The future of nursing and of the US health care ecosystem is at an urgent crossroads,” Maryann Alexander, NCSBN’s chief officer of nursing regulation, said in a statement. “The pandemic has stressed nurses to leave the workforce and has expedited an intent to leave in the near future, which will become a greater crisis and threaten patient populations if solutions are not enacted immediately.”

To combat the ongoing nursing shortage, some health systems have bolstered their international recruitment efforts or partnered with nursing schools to improve the pipeline.

Still, 62% of nurses surveyed reported that their workloads have increased during the pandemic. As a result, 50.8% of nurses reported feeling emotionally drained, “used up (56.4%), fatigued (49.7%), burned out (45.1%), or at the end of their rope (29.4%),” either a few times a week or every day, according to the analysis.

Nurses with fewer than 10 years’ experience with increased workloads were 2.5x–3x more likely to report feeling emotionally drained compared to nurses with similar amounts of experience but a normal workload, the analysis found.

Keep reading on Healthcare Brew.—KW

Today’s top HR reads.

Stat: More than 19% of the tech layoffs in 2022 were software engineers, perhaps signaling a shift in what jobs are “safe” in today’s labor market. (Vox)

Quote: “I was like, why do it as fast as I can because no matter what, they’re still tracking me for a certain amount of time.”—Arjun Sharma, a 26-year-old software engineer who works remotely, on his company deploying monitoring software (CNBC)

Read: Recent reporting and studies are starting to show what actually makes the in-person working experience valuable: live feedback, exposure to company leadership, and developing familiarity with peers. (the New York Times)

Quit the confusion: Quiet quitting isn’t actually quitting. It’s a symptom of burnout. Paycom outlines the truths behind the trend in this insightful guide. And it offers tips to meet—not ignore—this challenge.*

^{*This is sponsored advertising content.}