No Robot Bosses Act

Human Oversight and Control: Workers can opt out of being managed by an automated system and instead be managed by a human manager (Section 3(b)). Applicants can also opt out of having their materials processed by automated systems (Section 3(c)).

Increased Transparency: Employers must disclose when an automated decision system is used, what data is collected, and how the system measures characteristics (Section 3(a)(2)).

Prevention of Discrimination: The bill requires predeployment evaluations and annual impact assessments to identify and mitigate risks of disparate impact based on protected characteristics (Section 4(a) and 4(b)).

Legal Protections and Recourse: Covered individuals have a private right of action to sue for damages, including statutory damages, if the act is violated (Section 9(a)(3)).

Whistleblower Safeguards: Employers are prohibited from retaliating against individuals who complain about violations or refuse to follow an automated system's output when exercising professional judgment (Section 8).

Right to Collective Bargaining: Employers must provide advance notice and bargain in good faith with collective bargaining units before implementing automated decision systems (Section 12(b)).

Employer Burdens: Employers must conduct detailed predeployment evaluations and annual impact assessments, which requires significant reporting and documentation (Section 4(a) and 4(b)).

Developer Obligations: Developers are required to conduct detailed reviews and produce reports on the functioning and risks of their systems before they can be offered or licensed (Section 4(a)(1)).

Administrative Requirements: Employers must provide specific disclosures and updated notices at least 7 days before taking adverse work actions or changing practices (Section 3(a)(2)(B)).