California is advancing in the regulation of the use of artificial intelligence in the workplace with Bill S.B. 7, known as the “No Robot Bosses Act.” This initiative aims to protect workers from abuses that may arise from employers implementing automated decision-making systems (ADS).
The phenomenon of using automation in human resource management has raised concerns about its impact on fairness and respect for labor rights. Employers have begun using algorithms to evaluate job candidates, analyze employee behaviors, and make firing decisions, which has sparked controversy due to the potential discrimination involved in these processes.
The new legislation stipulates that before employing an automated decision-making system, companies must clearly and directly inform their workers. This communication must include details about the types of decisions governed by the use of ADS and how they operate specifically. Additionally, it guarantees that employees have rights to due process if they face disciplinary actions or terminations based solely on automated decisions.
Another important provision of S.B. 7 is the requirement for employers to record and keep updated all ADS systems they implement. The law prohibits the use of these systems to impose illegal repercussions or to infer information about employees in protected classes. Retaliation against those exercising their rights under this new regulation is also banned.
Despite these advances, regulation still needs to expand, as various sectors, such as landlords and insurance companies, continue to use automated decisions that can sometimes be detrimental to users. The fight for technology that promotes the well-being and equality of all remains a priority for digital rights advocates in California.
via: MiMub in Spanish