No Robot Bosses Act

Protection Against Discrimination: Employers cannot use an automated decision system unless it has been tested for compliance with various employment discrimination laws and lacks potential discriminatory impact based on factors like race, sex, or disability (Section 3(a)(1)(B)(i)).

Increased Transparency for Workers: Employers are required to provide detailed disclosures and documentation in plain language regarding how an automated system works, the data it uses, and how it influences decisions (Section s 3(a)(1)(B) and 3(a)(1)(vi)).

Right to Human Oversight and Appeal: The bill ensures workers can dispute or appeal automated decisions to a human with relevant experience (Section 3(a)(1)(vii)). It also allows employees managed by an automated system to opt out and be managed by a human instead (Section 3(b)).

Whistleblower Protections: The Act prohibits employers from discriminating or retaliating against individuals for exercising their rights under the Act or for reporting violations (Section 6).

Access to Legal Redress: Covered individuals and labor organizations have the right to bring civil actions against employers for violations, which can include the recovery of actual or statutory damages (Section 7(a)(3)).

Burden of Implementation on Employers: Employers must adhere to strict requirements, including pre-deployment testing, annual independent testing, providing documentation within 7 days of a decision, and providing specific disclosures (Section 3(a)(1)).

Restrictions on Decision-Making: Employers are prohibited from relying exclusively on automated decision systems to make employment-related decisions (Section 3(a)(1)(A)).