We have received text from S. 4833: No Robot Bosses Act. This bill was received on 2026-06-18, and currently has 6 cosponsors.

Here is a short summary of the bill:

This bill would limit how employers use automated systems, including artificial intelligence and similar tools, when making workplace decisions. It would bar employers from relying primarily on these systems for decisions that affect workers or job applicants, such as hiring, firing, pay, scheduling, promotion, discipline, or similar employment actions.

Workplace use limits and human review

Employers would be required to keep a human in the loop for important employment decisions. Workers and applicants would also have a way to opt out of automated decision-making in certain situations, so a person can review the decision instead of leaving it entirely to software.

Disclosure and training requirements

The bill would require employers to disclose when automated systems are being used in employment-related decisions. It would also require training so that the people using these systems understand their limits, risks, and proper use.

Impact assessments and recordkeeping

Before deploying an automated system, and on an annual basis after that, developers and employers would have to evaluate the system’s effects. These assessments would look for issues such as:

• Bias or discrimination
• Potential harm to workers’ rights
• Disparate impacts on protected groups
• Safety or performance problems

Employers and developers would also need to assess, report, retain, and share information about how these systems are used, what data they rely on, what outputs they produce, and whether they comply with the law. The bill would allow trade secrets and personal data to be redacted in required disclosures.

Enforcement and oversight

The Department of Labor would create a new office to write rules, oversee compliance, and enforce the law. The bill would also protect whistleblowers who report violations.

Relevant Companies

• ADP — Could be affected if its employer software or related workforce tools are used in automated hiring, scheduling, or other employment decisions subject to the bill’s disclosure, review, and assessment requirements.
• WORK — Could be affected if workplace-management software it provides is used by employers for automated labor decisions that would require human oversight and compliance reporting.
• CRM — Could be impacted if its enterprise software offerings include AI-based recruiting, employee management, or decision-support tools used by employers and covered by the bill.
• FTNT — Could be indirectly affected if employers must add compliance, monitoring, or governance controls around automated systems, increasing demand for oversight and security-related tools.

Senator Edward J. Markey Bill Proposals

Here are some bills which have recently been proposed by Senator Edward J. Markey:

• S.4941: Modernizing Opioid Treatment Access Act 2.0 of 2026
• S.4908: Gas Money Saved Act
• S.4864: PUPIL Act
• S.4833: A bill to prohibit certain uses of automated decision systems by employers, and for other purposes.
• S.4831: Stop Spying Bosses Act
• S.4814: A bill to require the Secretary of Homeland Security to designate Haiti for temporary protected status.

You can track bills proposed by Senator Edward J. Markey on Quiver Quantitative's politician page for Markey.

2026 Massachusetts US Senate Election

There has been approximately $22,709,013 of spending in Massachusetts US Senate elections over the last two years, per our estimates.

Approximately $6,277,963 of this has been from outside spending by PACs and Super PACs. Some of the groups who are spending money in this race include:

• COMMONWEALTH UNITY FUND ($4,162,550)
• ADVANCE PROGRESS ($1,482,274)
• COMMONWEALTH TOGETHER PAC ($630,000)
• CHINESE PROGRESSIVE POLITICAL ACTION INC. ($1,610)
• UNITED DEMOCRATS FUND ($1,180)

The rating for this race is currently "Solid D".

You can track this election on our matchup page for the 2026 Massachusetts US Senate election.

This article is not financial advice. See Quiver Quantitative's disclaimers for more information.

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