The "No Robot Bosses Act" aims to regulate employers' use of automated decision systems in employment-related decisions, protecting workers from potential biases and ensuring human oversight. It broadly defines an "automated decision system" as any computational system determining outcomes or aiding decisions, excluding passive infrastructure, and covers both employees and job candidates. Employers are prohibited from relying exclusively on these systems for decisions such as hiring, firing, or promotions.

If employers use automated decision systems, the bill mandates rigorous conditions. Systems must undergo pre-deployment testing and validation for efficacy, compliance with anti-discrimination laws, and a lack of discriminatory impact based on protected characteristics. This testing must also confirm adherence to the NIST AI Risk Management Framework, and systems must be independently tested annually for biases, with results made public.

Employers are required to provide comprehensive disclosures to covered individuals about the system's use, data inputs, and how outputs are interpreted. Crucially, employers must ensure human corroboration of automated decision system outputs and provide full, accessible documentation in plain language within seven days of an employment decision. Individuals must also be able to dispute the system's output and appeal the employment decision to a human with relevant experience.

For management by an automated system, individuals must have the option to opt out and be managed by a human. The bill establishes the Technology and Worker Protection Division within the Department of Labor, headed by an Administrator, to oversee these regulations. This new division will employ technologists and create several advisory boards to offer expertise on emerging practices and data treatment by employers.

The Act includes robust whistleblower protections, prohibiting employers from discriminating or retaliating against individuals who exercise their rights or report violations. Enforcement mechanisms include investigations by the new DOL division, a private right of action for adversely affected individuals and labor organizations, and actions by State attorneys general and privacy regulators. Remedies can include actual damages, treble damages, and significant statutory damages ranging from $5,000 to $100,000 per violation, adjusted annually for inflation.

Importantly, the bill invalidates predispute arbitration agreements and predispute joint-action waivers concerning alleged violations. The Act emphasizes coordination among federal and state agencies for consistent regulatory treatment. It explicitly states that it does not preempt or limit other federal or state laws or agency authorities, except where specified.