Stop Spying Bosses Act
Latest action (2 Feb 2023): Introduced
What this bill does
# Summary of S. 262 — Stop Spying Bosses Act
This bill would create new federal rules governing how employers monitor, collect, and use data about workers and job applicants. Employers would be required to publicly disclose and provide to each worker detailed information about any "workplace surveillance" they conduct—covering what data is collected, how, when, and why; where it is stored; and which third parties or service providers receive it. Disclosures must be in plain, accessible language and updated whenever practices change. Employers would also have to let workers obtain and correct data collected about them. Separately, the bill would prohibit certain surveillance practices outright, such as using monitoring to identify union activity or protected concerted activity, to determine political views, religion, health status, or immigration status unrelated to job duties, to predict off-duty behavior, to monitor workers in sensitive areas like restrooms, or to sell workers' data to third parties.
The bill applies broadly to employers with 11 or more workers, including private businesses, government agencies, and certain congressional and federal offices, and covers both current employees and applicants. It would primarily affect employers' data and technology practices, human resources procedures, and any vendors or automated decision systems (including AI tools) used in workplace monitoring.
The bill was introduced in the Senate on February 2, 2023, by Senator Bob Casey (D-PA) with several cosponsors, and referred to the Committee on Health, Education, Labor, and Pensions. It did not receive a vote and did not advance during that congressional session.
Plain-English summary generated by Bill100 AI from the official record. Always verify against the source below.
Official summary
Stop Spying Bosses Act This bill establishes requirements for employers with respect to the collection and disclosure of certain worker data. The requirements apply to employers with more than 10 workers, including government employers. For example, employers must disclose to their workers (including job applicants) any workplace surveillance by the employer, including (1) what data is collected, (2) how the data is used, and (3) how such surveillance affects workers' performance assessments. Further, employers may not use workplace surveillance for certain purposes, such as to (1) monitor a worker's activities related to a labor organization, (2) collect a worker's health information that is unrelated to the worker's job duties, (3) monitor a worker who is off duty or in a sensitive area, or (4) use an automated decision system (e.g., machine learning or artificial intelligence techniques) to predict the behavior of a worker that is unrelated to the worker's job . Employers must disclose to a worker any work-related decision that relies on workplace surveillance data and allow the worker to review the data. Employers also must meet certain requirements before transferring surveillance data to a third party. Additionally, the bill establishes the Privacy and Technology Division within the Department of Labor to implement and enforce the workforce surveillance requirements. The bill also provides for enforcement by private right of action, states, and other specified agencies.
Common questions
- What does S. 262 do?
- # Summary of S. 262 — Stop Spying Bosses Act This bill would create new federal rules governing how employers monitor, collect, and use data about workers and job applicants. Employers would be required to publicly disclose and provide to each worker detailed information about any "workplace surveillance" they conduct—covering what data is collected, how, when, and why; where it is stored; and which third parties or service providers receive it. Disclosures must be in plain, accessible language and updated whenever practices change. Employers would also have to let workers obtain and correct data collected about them. Separately, the bill would prohibit certain surveillance practices outright, such as using monitoring to identify union activity or protected concerted activity, to determine political views, religion, health status, or immigration status unrelated to job duties, to predict off-duty behavior, to monitor workers in sensitive areas like restrooms, or to sell workers' data to third parties. The bill applies broadly to employers with 11 or more workers, including private businesses, government agencies, and certain congressional and federal offices, and covers both current employees and applicants. It would primarily affect employers' data and technology practices, human resources procedures, and any vendors or automated decision systems (including AI tools) used in workplace monitoring. The bill was introduced in the Senate on February 2, 2023, by Senator Bob Casey (D-PA) with several cosponsors, and referred to the Committee on Health, Education, Labor, and Pensions. It did not receive a vote and did not advance during that congressional session.
- Has S. 262 become law?
- Not yet. As of 2 Feb 2023, S. 262 is introduced.
- Who sponsored S. 262?
- S. 262 was sponsored by Sen. Robert “Bob” Casey [D-PA, 2007-2024] (Democrat-PA), with 5 cosponsors.
- What's the latest action on S. 262?
- Introduced (2 Feb 2023).
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