Guarantees workers collective bargaining rights over workplace artificial intelligence systems.

- Makes AI deployment, monitoring, staffing, workload, and productivity standards subjects of collective bargaining.

- Requires advance consultation with workers before employers introduce automated systems affecting their jobs.

- Prohibits retaliation against workers who question, challenge, or organize around workplace AI.

Implements safeguards on employers to disclose when artificial intelligence monitors, evaluates, or directs workers.

- Provides clear notice before an AI system is introduced into the workplace.

- Discloses what information the system collects and how it affects employment decisions.

- Requires employers to maintain a current, worker-accessible inventory of workplace AI systems.

Employers must provide paid training before artificial intelligence changes a workers’ duties or job requirements.

- Requires necessary AI training to occur during paid working hours without personal expense.

- Gives workers reasonable time to learn new systems before performance evaluations begin.

- Prohibits discipline or termination caused by an employer’s failure to provide adequate training.

Guarantees human review before artificial intelligence can determine a worker’s livelihood.

- Prohibits fully automated hiring, firing, discipline, promotion, scheduling, and compensation decisions.

- Requires a written explanation of the information and reasoning behind adverse decisions.

- Gives workers a prompt appeal before a qualified human decision-maker with corrective authority.

Gives workers control over personal information collected through workplace artificial intelligence.

- Limits collection to information demonstrably necessary for legitimate employment purposes.

- Gives workers the right to access, correct, and challenge information kept about them.

- Prohibits selling worker data or using it for advertising, insurance, credit, or unrelated training.

Limits invasive workplace surveillance while protecting workers’ dignity, safety, and organizing rights.

- Prohibits monitoring workers while off duty or inside bathrooms, changing areas, and private spaces.

- Bans emotion recognition and continuous biometric tracking except for narrowly defined safety needs.

- Prohibits surveillance of union activity, organizing efforts, protected communications, and lawful workplace discussions.

Holds employers responsible for every workplace decision made using artificial intelligence.

- Prevents employers from escaping responsibility by blaming software developers, vendors, or automated systems.

- Requires records sufficient to investigate how consequential employment decisions were made.

- Gives harmed workers access to reinstatement, back pay, damages, agency enforcement, and the courts.

Prevents automated quotas and scheduling systems from endangering workers or denying breaks.

- Requires employers to disclose every quota, performance measurement, and scheduling formula affecting workers.

- Prohibits systems that interfere with meal periods, bathroom access, medical needs, or workplace safety.

- Allows workers to challenge unsafe expectations without discipline, retaliation, or lost compensation.

Guarantees meaningful severance when profitable companies replace workers with artificial intelligence.

- Establishes minimum severance based on wages, service, and the scale of displacement.

- Continues health coverage and protects earned retirement benefits during the transition period.

- Prohibits companies from conditioning required severance on workers surrendering their legal rights.

Guarantees displaced workers paid access to training for stable, in-demand careers when job is replaced by automation.

- Covers tuition, income support, childcare, transportation, equipment, and internet access during training.

- Partners with unions, apprenticeships, community colleges, and public universities to provide recognized credentials.

- Preserves worker choice and prohibits forcing displaced workers into unstable or lower-paying employment.

Grants workers a share directly in productivity gains created through workplace improvements through artificial intelligence.

- Requires employers to publicly disclose documented productivity gains and cost savings.

- Shares gains through higher compensation, improved benefits, or shorter hours without reduced pay.

- Allows represented workers to determine productivity-sharing terms through collective bargaining.