Dec 23, 2025

Email 1:

Subject: Trump Signs Executive Order to Block State AI Laws: What HR Needs to Know

Summary:

The White House has issued a new executive order aimed at blocking state AI laws. Despite this federal action, HR teams still need to comply with individual state requirements. Important insights include what to keep in mind, what changes to watch for, and how to effectively prepare for compliance in 2026. Additionally, there is information on auditing hiring processes focusing on I-9 employment verification, and the benefits of Learning Management Systems (LMS) software to improve HR training with automated assignments and accurate completion records.

Email 2:

Subject: Dec. 22 – Anti-DEI Groups Ask EEOC to Look at Publisher; What Retains Workers?

Summary:

Key topics include an anti-DEI legal group petitioning the EEOC to investigate Penguin Random House, a discussion about what truly retains workers according to EY (highlighting a factor other than salary), and Coursera’s acquisition of Udemy to form a $2.5 billion MOOC enterprise focusing on AI skills training. The email also covers how federal and state workforce policies can help address talent shortages. Resources are available on employee development, leadership amid AI disruption, and pet healthcare benefits as a strategic advantage. There are also relevant news articles and insights regarding corporate America’s DEI challenges, the federal pay raise for 2026, and changes in policies such as US Coast Guard’s stance on certain symbols.

Email 3:

Subject: Dec. 22 – Workers Don’t Know Employers’ AI Strategy; The Universal Retention Factor

Summary:

Employees often lack clarity about their employers’ AI strategies, though those who use AI mainly leverage it to generate ideas and consolidate information. New programs, such as NYU’s certificate focused on enhancing remote work success, aim to boost productivity, collaboration, and leadership in remote environments. EY research again highlights a fundamental factor influencing employee retention, apart from salaries. The EEOC chair is soliciting bias charges from White men in anticipation of an increase in reverse discrimination claims, prompting HR professionals to review their EEO and anti-harassment policies. Additional news includes visa workers cautioned about travel, arguments for continuing holiday parties, and guidance on selecting HRIS vendors.

Email 4:

Subject: 📓 Gifts Your HR Team Actually Wants

Summary:

This special edition shares five key “gifts” for HR teams that can make a tangible difference in 2026:

1. Fewer fake emergencies masquerading as urgent priorities, with an emphasis on leadership understanding true time-sensitive work.

2. A quality physical notebook for capturing important meeting thoughts and personal reflections rather than relying on Slack notes.

3. Real decision-making authority for HR teams to effectively address engagement, retention, and culture without being undermined.

4. Comfortable, noise-cancelling headphones to enable focused work and provide boundaries from constant distractions.

5. Access to a supportive HR community that offers empathy, real conversations, templates, and sanity checks outside of typical online forums.

The email also highlights upcoming HR events, resources on retention, manager effectiveness, and practical strategies for managing the workload stress.

Email 5:

Subject: Dec. 22 – EEOC Targets ‘Unlawful Stereotypes’ | SHRM Faces Disability Lawsuits

Summary:

Recent compliance news includes allegations against a dairy farm accused by the EEOC of misrepresenting job roles to Mexican workers and labeling Americans as lazy. SHRM is reportedly facing a lawsuit over rescinding a job offer due to a candidate’s service dog. The EEOC chair is inviting bias claims from White men amid anticipated reverse discrimination lawsuits, urging HR to revisit EEO and anti-harassment policies. An anti-DEI legal group has requested the EEOC to investigate Penguin Random House. Additionally, a federal court ruled that poor treatment following a work-from-home accommodation does not necessarily constitute disability bias. Featured resources cover balancing growth with compliance and reading suggestions about retaliation claims and employment law trends.

Stay Well!