# Plain Language Summary: No Robot Bosses Act

This bill would restrict companies from using automated decision-making systems—essentially artificial intelligence or algorithms—to make final decisions about workers' employment. Specifically, it targets situations where a computer system, rather than a human manager, makes the call on hiring, firing, scheduling, pay rates, or other significant employment decisions. The law would require that any automated system used in the workplace can only assist human decision-makers, not replace them entirely. If a company wants to use AI or algorithms to evaluate job applicants or monitor worker performance, a real person would still need to review that information and make the actual employment decision.

The bill also gives workers the right to know when an automated system is being used to evaluate them and what factors that system considered. If a worker believes they were treated unfairly because of an automated decision, they could challenge it and request a human review. Companies that violate these rules could face penalties. The main goal is to ensure that important decisions about people's jobs—whether they get hired, fired, promoted, or how much they're paid—are made by humans who can consider individual circumstances, not just by computer algorithms that might miss important context or perpetuate biases.

This would affect workers across many industries, from warehouse jobs that use AI to monitor productivity, to corporate positions where algorithms screen resumes, to gig economy work where apps determine assignments and pay. For employers, it means they'd need to keep humans in the loop for major employment decisions, even if they've invested in automated systems. The practical impact is that workers would have more protection against arbitrary algorithmic decisions and more opportunity to appeal or explain their situation to an actual person.