Stop Spying Bosses Act

Key Points

• The bill stops employers from collecting worker data while a worker is off duty, including in break rooms, restrooms, locker rooms, lactation and prayer spaces, and at a worker's home. It also bans collecting data to identify union activity, political or religious views, health or disability status, or immigration status unrelated to the job.
• Employers must clearly disclose to workers what data is collected, how, where, when, how often, who can access it, and why. This covers emails, physical movement, geolocation, biometric scans, and inputs to automated decision systems, plus how the data affects hiring, firing, and promotion decisions.
• Workers gain the right to see the data collected about them within 30 days and to have wrong or incomplete data corrected. If a boss uses data to make a work decision, the worker can review it, fix errors, and ask the employer to reconsider the decision.
• The bill creates a Worker Protection and Technology Division inside the Labor Department to write rules, investigate complaints, and study how workplace surveillance affects worker health and safety.
• Workers and unions can sue over violations and recover double actual damages plus statutory damages ranging from $500 for disclosure failures up to $100,000 for willful retaliation. Forced arbitration and class action waivers are not enforceable for these claims.