New Bills Could Subject Employers and Developers to Extensive Regulation on AI Use in the Workplace

Washington, D.C. – Federal legislators are proposing new laws that could have a significant impact on employers and developers who utilize artificial intelligence (AI) systems. These bills aim to address specific issues related to AI in the workplace, such as overreliance on automated decision systems and invasive workplace surveillance. While current AI regulations focus on broader principles, these new bills would provide more clarity and guidance in relation to AI use in employment settings.

One bill, known as the “No Robot Bosses Act,” aims to prohibit employers from solely relying on automated decision systems for employment-related decisions. This includes everything from recruiting to termination and encompasses aspects like pay, scheduling, and benefits. The legislation would extend protection not only to employees and applicants but also to independent contractors. Employers would be required to have meaningful human oversight and meet certain conditions before using the output of automated decision systems.

The “Stop Spying Bosses Act” targets the growing issue of invasive workplace surveillance. With technology allowing employers to track employees’ activities, locations, and more, this bill would make it mandatory for employers engaged in surveillance to disclose such practices to employees and applicants. The disclosure would need to provide comprehensive information about the data collected and how it affects employment-related decisions. The bill also seeks to restrict the collection of sensitive data and proposes the creation of a Privacy and Technology division at the Department of Labor for enforcement and regulation.

Additionally, the “Algorithmic Accountability Act” seeks to regulate the use of AI in critical decisions that significantly impact individuals’ employment, ensuring transparency and fairness. It would require companies to assess the impacts of automated decision systems, including identifying biases or discrimination. Ongoing training and education for employees would also be necessary. The Federal Trade Commission would play a role in creating regulations to implement this legislation.

Although these three bills are of particular importance, several others have also been introduced. Some focus on establishing a national framework for AI, enhancing transparency and accountability standards, and addressing cybersecurity and data privacy risks associated with AI systems.

As these bills continue to undergo consideration and scrutiny, the outlook for their chances of becoming law will become clearer in the coming months. Employers and developers using AI should closely monitor these developments to ensure compliance with potential future regulations. The evolving landscape of AI legislation may reshape the way employers utilize and harness the power of artificial intelligence in the workplace.