No Robot Bosses Act
The source supplies the latest action, but no lifecycle stage.
Latest action (12 Mar 2024): Referred to the Committee on Education and the Workforce, and in addition to the Committees on House Administration, and Oversight and Accountability, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.
What this bill does
The No Robot Bosses Act would place limits on employers' use of automated decision systems (software or AI tools that inform or make workplace decisions) for hiring, firing, discipline, pay, scheduling, benefits, and similar employment matters. Employers could not rely exclusively on such systems to make employment decisions, and before using system-generated output they would have to conduct pre-deployment testing for accuracy, legal compliance, and discriminatory impact, undergo annual independent bias testing, disclose the system's use and workings to affected individuals, have a human review and corroborate outputs, and provide workers documentation and a way to dispute or appeal decisions. Workers managed by automated systems would also have the right to opt for human management instead. The bill would create a Technology and Worker Protection Division within the Department of Labor, headed by a presidentially appointed Administrator, with staff and several advisory boards (covering users, research, product design, and labor) to help develop and enforce related regulations.
The bill covers most private and public employers (generally those with 11 or more covered workers) engaged in commerce, as well as Congress, federal agencies, and certain government entities, and applies to job candidates as well as current workers. It would affect employers using AI or algorithmic tools in workforce management and give employees and applicants new rights to information, human review, and appeal regarding automated decisions.
The bill was introduced in the House on March 12, 2024, by Rep. Suzanne Bonamici with a cosponsor, and referred to the Committees on Education and the Workforce, House Administration, and Oversight and Accountability. It has not received a committee vote or further action, and its status remains at the introduction stage with no guarantee of further consideration.
Plain-English summary generated by Bill100 AI from the official record. Always verify against the source below.
Timeline
12 Mar 2024
Referred to the Committee on Education and the Workforce, and in addition to the Committees on House Administration, and Oversight and Accountability, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.
Common questions
- What does H.R. 7621 do?
- The No Robot Bosses Act would place limits on employers' use of automated decision systems (software or AI tools that inform or make workplace decisions) for hiring, firing, discipline, pay, scheduling, benefits, and similar employment matters. Employers could not rely exclusively on such systems to make employment decisions, and before using system-generated output they would have to conduct pre-deployment testing for accuracy, legal compliance, and discriminatory impact, undergo annual independent bias testing, disclose the system's use and workings to affected individuals, have a human review and corroborate outputs, and provide workers documentation and a way to dispute or appeal decisions. Workers managed by automated systems would also have the right to opt for human management instead. The bill would create a Technology and Worker Protection Division within the Department of Labor, headed by a presidentially appointed Administrator, with staff and several advisory boards (covering users, research, product design, and labor) to help develop and enforce related regulations. The bill covers most private and public employers (generally those with 11 or more covered workers) engaged in commerce, as well as Congress, federal agencies, and certain government entities, and applies to job candidates as well as current workers. It would affect employers using AI or algorithmic tools in workforce management and give employees and applicants new rights to information, human review, and appeal regarding automated decisions. The bill was introduced in the House on March 12, 2024, by Rep. Suzanne Bonamici with a cosponsor, and referred to the Committees on Education and the Workforce, House Administration, and Oversight and Accountability. It has not received a committee vote or further action, and its status remains at the introduction stage with no guarantee of further consideration.
- Has H.R. 7621 become law?
- The source does not supply a confirmed lifecycle stage for H.R. 7621. Check the latest action and official source below.
- Who sponsored H.R. 7621?
- H.R. 7621 was sponsored by Rep. Bonamici, Suzanne [D-OR-1] (D-OR), with 1 cosponsor.
- What's the latest action on H.R. 7621?
- Referred to the Committee on Education and the Workforce, and in addition to the Committees on House Administration, and Oversight and Accountability, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned. (12 Mar 2024).
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