# Plain Language Summary: No Robot Bosses Act

This bill restricts how employers can use artificial intelligence and automated computer systems to make decisions about hiring, firing, pay, scheduling, and other employment matters. The law applies to employers with at least 11 workers and covers private companies, government agencies, and public employers.

The core rule is straightforward: employers cannot rely solely on automated systems to make employment decisions. If a company uses an AI tool or algorithm to help decide whether to hire someone, fire them, promote them, or change their schedule, they must have a human being review and approve that decision. Additionally, before using any automated system for employment decisions, companies must test it to ensure it doesn't discriminate based on race, color, religion, sex, national origin, age, disability, or genetic information. They also must test it annually to catch any hidden biases that might develop over time, and they must make those test results public.

When an automated system influences a decision about a worker, the employer must give that person detailed documentation within seven days explaining what the system is, what information it used, how it was used, and why. Workers can then dispute the system's output and appeal the final decision to a different human reviewer. This gives people a real chance to challenge decisions made by algorithms and get a human to reconsider their case.

The bill essentially creates guardrails around workplace automation, ensuring that algorithms don't make final calls about people's jobs without human judgment and that workers understand and can challenge decisions that affect their livelihoods.