The US state data privacy landscape is fast evolving into a patchwork of broad state privacy laws that govern for-profit and non-profit entities that meet certain threshold criteria and the personal information of residents in each of those states. In Part 2 of the OneTrust DataGuidance Insight articles on state data privacy laws, Sidley Austin lawyer Sheri Porath Rockwell compares the scope and enforcement provisions of the comprehensive data privacy laws that have been enacted in 13 states to date. While individual state data privacy laws share common features of transparency, data subject rights, opt-outs for sales and targeted advertising, and no private right of action, there are significant differences among them, including with respect to the types of entities and data that are in scope and enforcement approaches.
On July 18, 2023, Oregon joined the growing league of states that have passed a comprehensive data privacy framework. Signed into law by Gov. Tina Kotek, the Oregon Consumer Privacy Act (the Act), or SB 619, is the product of a multi-year effort by the state Consumer Privacy Task Force formed by Oregon Attorney General Ellen F. Rosenblum, comprising 150 consumer privacy experts from various industries. The Act will take effect on July 1, 2024, except for some provisions that will not take effect until January 1, 2026.
Employers in New York City may soon be subject to a new law, Local Law 144, that regulates employers’ use of automated employment decision tools (“AED tools” or “AEDT”) – software and other programs used to make decisions about who to hire, who to promote and other employment decisions. Local Law 144, the first of its kind law regulating these AED tools, was originally supposed to go into effect on January 1, 2023; however, because needed regulatory guidance had not been issued, the effective date was repeatedly pushed back and is now set for July 5, 2023. Final rules were released on April 6, 2023, so further delays are unlikely. We summarize below the key provisions of Local Law 144 and what employers need to know to prepare.