Another California lawmaker wants the state to be at the forefront of artificial intelligence regulation, unveiling the “No Robo Bosses” Act and taking direct aim at the use of AI in the workplace. Senate Bill 7, released by state Sen. Jerry McNerney, a Democrat from Stockton, seeks to regulate the use of automated decision systems (ADS) in employment, hoping to strictly limit AI-driven tools when hiring, promoting, disciplining, and terminating workers. If enacted, SB 7 would significantly impact employers using AI-driven workforce management tools. Here’s what businesses need to know about this latest push to regulate AI in the workplace — and how it differs from other pending AI legislation in California.
The No Robo Bosses Act would impose several key obligations and restrictions on employers that use ADS in employment-related decisions:
Human oversight mandate. Employers would not be able to rely solely on automated decision-making tools for hiring, promotions, disciplinary actions, or terminations. A human reviewer would need to be involved in all major employment decisions.
Notice requirements. Employers would need to provide written notice to workers when an ADS is used to make employment-related decisions. This includes: 1) a pre-use notice at least 30 days before introducing an ADS; and 2) a post-use notice explaining how an ADS influenced an employment decision.
Transparency and data access. Employees must have the right to access and...
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