Feb 28, 2026

Email 1 Summary:

– The U.S. Equal Employment Opportunity Commission (EEOC) Chair Andrea Lucas issued a letter to 500 of the largest U.S. employers.

– Lucas urges Corporate America to reject identity politics and focus on hiring based on merit, excellence, and character, not skin color or sex.

– The statement emphasizes that stopping discrimination lawfully requires stopping discrimination based on race or sex.

– The letter is part of an anti-Diversity, Equity, and Inclusion (DEI) push.

Email 2 Summary:

– The email discusses six bad boss behaviors that drive employees crazy, aiming to help employers avoid these pitfalls.

– A sponsored webinar is promoted focusing on creating civil, lawful workplace behaviors that drive performance beyond mere compliance.

– Additional HR resources mentioned include stats on workforce management, ADA accommodation requirements, and tackling tough FMLA questions.

– It highlights the challenge of maintaining compliance while managing employee needs and government changes.

Email 3 Summary:

– Key HR news includes the EEOC warning Fortune 500 companies against identity politics within DEI efforts.

– The National Labor Relations Board (NLRB) has reverted to the joint employer rule established during Trump’s first term, maintaining control standards.

– The Department of Labor (DOL) proposes loosening independent contractor regulations by returning to the “economic reality test”.

– Other updates include federal government considerations for matching retirement contributions and a survey invitation on the identity of HR in 2026.

– Sponsored content and resources cover benefits strategy, pet healthcare benefits, and top employee benefits companies.

Email 4 Summary:

– The newsletter covers the debate on activity monitoring tools (like Clockify) and the impact on burnout and workplace culture.

– Experiences shared note both pros and cons of monitoring software: potential over-micromanagement and toxicity vs. useful time tracking for contractors.

– Discussion on whether a 32-hour workweek can solve burnout issues, especially for small nonprofits with funding and performance challenges.

– Experts advise diagnosing root causes first (workflow, culture, leadership issues) before reducing hours to avoid exacerbating pressure.

– Suggested alternative strategies include stay interviews, culture shifts, pilots like summer hours, and clearer workload boundaries.

Email 5 Summary:

– Focus on the most-needed HR skills like AI literacy and change management, emphasizing the human-oriented nature of HR.

– Staffing shortages identified as the top barrier to exceptional service according to employees, with increased staffing concerns amid headcount reductions.

– Retention remains a priority for employers, with more intentional hiring strategies being adopted.

– An annual HR survey is promoted to gather insights on goals and challenges for 2026.

– Related articles cover topics like employee engagement tactics, complaints about AI layoffs, and purposeful work as a cure to discontent.

Stay Well!