Govern AI to Illinois HB 3773, documented and current.
Employer use of AI in employment decisions — recruitment, hiring, promotion, discipline — disciplined by the record: disparate-impact tests, employee notice and ZIP-proxy audit, sourced and current.
What the law demands.
The IHRA amendment makes employer AI a civil-rights matter where it has discriminatory effect on a protected class. The standard is effect, not intent.
AIVIA sits alongside: notice, consent and demographic reporting for AI in video interviews.
Three things Hael does for HB 3773.
The same testing. Illinois alongside everywhere else.
The disparate-impact testing HB 3773 requires is the same testing NYC Local Law 144 audits and the MEASURE function of NIST AI RMF feeds. One AEDT, tested once, satisfies employment-AI obligations across multiple jurisdictions.
The disparate-impact testing report, sourced.
Per-AEDT testing cites the data window, protected-class definitions and selection metric — and the section on AI-only screening demographic reporting is held open until the reporting workflow is signed off.
Govern this alongside everything else.
One system, one record, governed against every framework at the same time. Map an obligation once; satisfy it everywhere it recurs.
See where you stand on Illinois HB 3773 / AIVIA, free.
Answer a few questions and get an indicative view of what Illinois HB 3773 / AIVIA expects of your AI systems and where you stand today — no sign-up to see your result.