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# Stop Spying Bosses Act Summary This bill restricts how employers monitor and collect data on workers and job applicants. It applies to employers with 11 or more employees and includes most private employers, government agencies, and contractors. The law prohibits employers from collecting worker data to identify union activity, monitor protected organizing, determine immigration status, assess unrelated health conditions, or predict behavior unrelated to job duties. Employers also cannot collect data on workers during breaks, in restrooms, at home while off-duty, or in prayer or nursing areas. When employers do collect permissible data, they must use the least invasive method necessary, collect only what's needed, and delete it within three years of employment ending. Employers must fully disclose to each worker what data they collect, how they collect it, where it's stored, who can access it, and why they use it. They cannot sell worker data to anyone and can only share it with service providers if workers opt in for each transfer. Workers gain the right to access their own data within 30 days and request corrections. When an employer uses data to make employment decisions, workers must receive at least seven days to review that data and request reconsideration. The bill creates a new Worker Protection and Technology Division within the Labor Department to enforce these rules. Workers can file complaints with the department or sue employers directly in federal court for violations, and prevailing plaintiffs can recover double damages plus statutory penalties ranging from $500 to $100,000 depending on violation type, attorney's fees, and injunctive relief. The law prohibits employers from retaliating against workers who report violations or exercise their rights under the act. State attorneys general can also sue on behalf of residents.

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