H.R. 6371: No Robot Bosses Act

The "No Robot Bosses Act" aims to regulate the use of automated decision systems in employment. The bill prohibits employers from solely relying on these automated systems for hiring, firing, promotions, and other employment decisions, emphasizing the necessity of human oversight in such processes.

Establishment of the Technology and Worker Protection Division

To implement the regulations outlined in the bill, a new division known as the Technology and Worker Protection Division will be established. This division will oversee compliance with the law and protect employees' rights, ensuring that the use of technology in the workplace does not lead to discrimination or retaliation against workers.

Transparency and Accountability Requirements

Employers will be required to demonstrate transparency in their use of automated systems. This includes providing clear information about how these systems operate and how they impact employment decisions. The intent is to ensure that workers are aware of how their work-related decisions may be influenced by technology.

Penalties for Non-Compliance

The bill sets forth penalties for employers who do not adhere to the regulations regarding automated decision systems. Courts will have the authority to impose damages ranging from $5,000 to $40,000 depending on the severity of the violation. When determining damages, various factors will be taken into account, including the nature of the violation and its impact on the affected employee(s).

Prohibition of Predispute Arbitration Agreements

Additionally, the bill ensures that predispute arbitration agreements cannot be used by employers in cases related to violations of sections 3 or 6 of the law. This means that employees will have greater freedom to seek legal recourse in situations where their rights are believed to be violated by automated decision-making practices.

Key Objectives

• To regulate and oversee the use of automated decision systems in employment.
• To ensure human oversight in employment-related decisions affected by technology.
• To protect workers from potential discrimination or retaliation resulting from automated processes.
• To establish penalties for non-compliance and ensure fair assessment of damages.
• To remove barriers to legal action for employees through the prohibition of predispute arbitration agreements.

Relevant Companies

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