The "No Robot Bosses Act" seeks to establish comprehensive regulations for employers' use of automated decision systems (ADS) in making work-related decisions. It defines an ADS as any system using computation to produce predictions, scores, or decisions, excluding passive computing infrastructure. The bill covers a broad range of work-related decisions, from hiring and firing to scheduling, performance standards, and promotion opportunities, affecting both applicants and current employees, referred to as "covered individuals." Employers are prohibited from predominantly relying on an ADS for work-related decisions and must not use these systems in ways that violate labor, civil rights, or occupational safety laws, or infringe upon rights under the National Labor Relations Act. Crucially, employers must provide extensive disclosures to covered individuals about the ADS, including its purpose, data inputs, how outputs are interpreted, and how to dispute decisions. These disclosures are required prior to making most work-related decisions, with specific timing for hiring and adverse actions, and must be updated if practices change. The bill also grants covered individuals the right to opt out of ADS management, allowing them to be managed by a human instead. Similarly, applicants can opt out of having their application materials screened or processed by an ADS, ensuring human review. These provisions aim to preserve human oversight and prevent exclusive reliance on algorithmic determinations in employment contexts. To ensure accountability, both developers and employers are mandated to conduct rigorous evaluations. Developers must perform predeployment evaluations before offering an ADS, detailing its design, testing, potential risks to workers' rights, and discriminatory potential. Employers must also conduct predeployment evaluations before deploying an ADS, focusing on its necessity, proportionality, and impact within their specific context. These evaluations require detailed reports and stakeholder consultation. Furthermore, employers must conduct annual impact assessments of deployed ADS to evaluate their real-world effects on workers' rights and potential disparate impacts. Summaries of these assessments are to be submitted to the ADS developer and the newly established Fairness and Transparency Office. Developers, in turn, must review these summaries to assess employer usage, data inputs, and the system's performance, determining if modifications are needed. The bill establishes the Fairness and Transparency Office within the Department of Labor, headed by a Director appointed by the President. This office will employ technologists and establish several advisory boards, including User, Research, Product, and Labor Advisory Boards, to guide its functions and provide expertise on emerging workplace technology issues. The office is responsible for promulgating necessary regulations to implement the Act. Enforcement mechanisms are robust, granting the Fairness and Transparency Office investigative powers and the ability to resolve complaints. The bill also creates a private right of action , allowing adversely affected individuals, labor organizations, or worker advocacy organizations to sue for damages, injunctive relief, and attorney's fees. Statutory damages are specified for violations, with higher amounts for willful or repeated offenses and whistleblower retaliation. Importantly, predispute arbitration agreements and joint-action waivers are deemed unenforceable for claims under this Act, except for arbitration provisions within collective bargaining agreements. The Act includes strong whistleblower protections , prohibiting retaliation against individuals who exercise their rights, report violations, or refuse to follow ADS outputs when exercising professional judgment. It clarifies that its provisions do not preempt existing federal or state laws that offer greater protections, nor does it limit the authority of other federal agencies. Employers are also required to provide advance notice and bargain in good faith with collective bargaining units regarding the implementation of ADS.