California’s Governor should sign S.B. 7, a common-sense bill to end some of the harshest consequences of automated abuse at work. EFF is proud to join dozens of labor, digital rights, and other advocates in support of the “No Robo Bosses Act.”
Algorithmic decision-making is a growing threat to workers. Bosses are using AI to assess the body language and voice tone of job candidates. They’re using algorithms to predict when employees are organizing a union or planning to quit. They’re automating choices about who gets fired. And these employment algorithms often discriminate based on gender, race, and other protected statuses. Fortunately, many advocates are resisting.
What the Bill Does
S.B. 7 is a strong step in the right direction. It addresses “automated decision systems” (ADS) across the full landscape of employment. It applies to bosses in the private and government sectors, and it protects workers who are employees and contractors. It addresses all manner of employment decisions that involve automated decisionmaking, including hiring, wages, hours, duties, promotion, discipline, and termination. It covers bosses using ADS to assist or replace a person making a decision about another person.
Algorithmic decision-making is a growing threat to workers.
The bill requires employers to be transparent when they rely on ADS. Before using it to make a decision about a job applicant or current worker, a boss must notify them about the use of ADS. The notice must be in a stand-alone, plain language communication. The notice to a current worker must disclose the types of decisions subject to ADS, and a boss cannot use an ADS for an undisclosed purpose. Further, the notice to a current worker must disclose information about how the ADS works, including what information goes in and how it arrives at its decision (such as whether some factors are weighed more heavily than others).
The bill provides some due process to current workers who face discipline or termination based on the ADS. A boss cannot fire or punish a worker based solely on ADS. Before a boss does so based primarily on ADS, they must ensure a person reviews both the ADS output and other relevant information. A boss must also notify the affected worker of such use of ADS. A boss cannot use customer ratings as the only or primary input for such decisions. And every worker can obtain a copy of the most recent year of their own data that their boss might use as ADS input to punish or fire them.
Other provisions of the bill will further protect workers. A boss must maintain an updated list of all ADS it currently uses. A boss cannot use ADS to violate the law, to infer whether a worker is a member of a protected class, or to target a worker for exercising their labor and other rights. Further, a boss cannot retaliate against a worker who exercises their rights under this new law. Local laws are not preempted, so our cities and counties are free to enact additional protections.
Next Steps
The “No Robo Bosses Act” is a great start. And much more is needed, because many kinds of powerful institutions are using automated decision-making against us. Landlords use it to decide who gets a home. Insurance companies use it to decide who gets health care. ICE uses it to decide who must submit to location tracking by electronic monitoring.
EFF has long been fighting such practices. We believe technology should improve everyone’s lives, not subject them to abuse and discrimination. We hope you will join us.
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