In response to the growing prevalence of artificial intelligence (AI) in the workplace and concerns about potential misuse and abuse of the technology, U.S. Senator Bob Casey has introduced the No Robot Bosses Act, one of two bills. This Senate bill aims to safeguard job seekers and employees from being subjected to AI decision-making without human involvement. Alongside Senator Brian Schatz of Hawaii, Casey is taking proactive steps to address the risks associated with AI-generated decisions and protect working families.
The need for AI decision-making regulation
As AI advances, there is a rising concern that corporations might leverage this technology to hire, manage, or even terminate workers without human oversight. The No Robot Bosses Act seeks to prevent such practices and establish safeguards against the misuse of AI in employment decisions. While it may not be as catastrophic as the “Terminator” movie franchise, the potential impact of unchecked AI decisions on job seekers and employees requires legislative attention.
Key provisions of the “No Robot Bosses Act”
The No Robot Bosses Act introduces several essential provisions to regulate the use of AI in employment decisions:
1. Ban on exclusively reliant AI decisions
The bill prohibits employers from making employment decisions solely based on automated decision systems. This ensures that human judgment and involvement remain integral in such critical choices.
2. Testing for Discrimination and bias
To mitigate potential discrimination and bias issues, the legislation mandates periodic testing of AI systems before they are used in employment decisions. This proactive measure aims to identify and rectify any inherent technological biases.
3. Proper training for users
The bill requires proper training for individuals responsible for operating AI systems. Ensuring that users understand the technology’s capabilities and limitations can help prevent misuse and improve its responsible application.
4. Human Oversight of AI results
To maintain accountability and fairness, the bill mandates human oversight of automated decision systems’ results before they are used in employment decisions. This oversight ensures that AI-generated conclusions are validated and not implemented without proper evaluation.
5. Disclosures on AI use
Employers must provide clear and transparent disclosures about using AI systems in the workplace. This requirement enables workers to understand the technology’s role and impact on employment.
6. Technology and worker protection division
The bill proposes the creation of the Technology and Worker Protection Division within the U.S. Department of Labor. This division would regulate the use of automated decision systems in workplaces, enforce compliance, and address any emerging challenges.
Exploitative workplace surveillance and technologies task force act
Senators Casey, Schatz, and Cory Booker also introduced the Exploitative Workplace Surveillance and Technologies Task Force Act besides the No Robot Bosses Act. This complementary bill aims to establish an interagency task force dedicated to studying and reporting on workplace surveillance issues. The task force’s findings will contribute to a more comprehensive understanding of the potential risks and benefits of surveillance technologies in employment settings.
As the debate over AI-generated content continues to grow, these legislative measures demonstrate a commitment to addressing the challenges associated with AI in the workplace and upholding worker rights. So far, Sens. Brian Schatz, D-Hawaii, and John Fetterman, D-Pa., have signed on as co-sponsors of both Casey bills. Sen. Bernie Sanders, I-Vt., chairman of the Health, Education, Labor and Pensions Committee, has co-sponsored the robot bosses bill, while Sen. Cory Booker, D-N.J., has signed onto the task force bill.
The AFL-CIO, Communications Workers of America, National Employment Law Project, and the Economic Policy Institute also have endorsed both bills, Casey’s office said.
The No Robot Bosses Act, introduced by Senators Bob Casey and Brian Schatz, represents a proactive approach to safeguard job seekers and employees from the pitfalls of unregulated AI decision-making in the workplace. By imposing necessary checks and balances, the bill aims to ensure that AI technology is used responsibly and in conjunction with human judgment. The Exploitative Workplace Surveillance and Technologies Task Force Act also contributes to a comprehensive understanding of surveillance technologies’ implications in employment settings. With support from Senator John Fetterman and bipartisan backing, these legislative efforts underscore the commitment to protecting workers from potential AI-related abuses and promoting a fair and equitable working environment.
Bills may originate in either the House of Representatives or the Senate with one notable exception. Article I, Section 7, of the United States Constitution, provides that all bills for raising revenue shall originate in the House of Representatives but that the Senate may propose, or concur with, amendments. Both bills must pass by a majority vote in the U.S. House of Representatives and the U.S. Senate, and be approved by the President, or if a presidential veto has been overridden, the bill becomes a law and is enforced by the government.
