Collaboration is one of the strongest drivers of meaningful progress in how we solve problems, make decisions, and move our work forward. When people bring together different perspectives, challenge assumptions, and freely exchange ideas, we reach solutions none of us could find on our own. That level of teamwork does not happen by chance. It requires a psychological safety environment.

The workplace has undergone a major transformation over the last decade, but the most dramatic shift has happened in what employees expect from their employers. Today’s workforce across generations, industries, and job levels is no longer motivated solely by salary, stability, or traditional benefits. Instead, employees are seeking three core elements that increasingly influence whether they join, stay, or leave an organization: purpose, flexibility, and personalization.

As many organizations continue nudging employees toward more in-person time, some have decided to get creative. A few have gone beyond free coffee or casual Fridays and are experimenting with perks that range from clever to unexpected. Ford recently made headlines for selling $6 rotisserie chickens in its cafeterias to encourage workers to return. They are not alone in taking an unconventional approach.

Depending upon the Administration in Washington, every few years labor law reform legislation gets introduced in Congress. Among other proposed legislation, the Democrat’s had their Protect the Right to Organize Act (PRO Act) that would have thrown many pro-labor requirements into national labor law.  Now it’s the Republicans’ turn.

Whether it’s Teams, Zoom, Slack or another tool that has an AI note taking feature, using the feature could lead to liability.  In a recent lawsuit that was filed in August 2025, Brewer v. Otter.ai, in the federal Northern District Court of California, Brewer alleges that Otter.ai recorded, accessed, and used the contents of private conversations without obtaining proper consent.

Do you have a “bad apple” employee?  To distinguish if someone is a “bad apple,” you have to observe their behaviors and how that impacts the team. You’ll probably have a hunch if there’s a bad apple in your batch.

Artificial Intelligence is expanding its role in human resources, moving beyond its initial applications in recruitment and hiring to encompass compensation analysis and job description creation. AI-powered tools make generating job descriptions and postings remarkably straightforward – requiring only a clear prompt and subject matter expertise to verify accuracy.

 

Earlier this month an ASE member asked about whether doing a performance improvement plan (PIP) made sense if an employee was not performing well and respective management did not think a PIP would work. Should they do it anyway?

Promoting a high performer into their first management role seems like a straightforward win, right? You're rewarding excellence while filling a critical leadership gap. But according to executive coach Sabina Nawaz, author of You're The Boss: Become the Manager You Want to Be (and Others Need), this common practice carries hidden risks that HR professionals and organizational leaders often overlook.

As the search for innovative ways to support flexibility and productivity continues, a new workstyle known as microshifting is gaining attention. What is Microshifting? It is short, non-continuous blocks of work rather than a standard 9-5. It allows you to break up your day as you see fit, sprinkling pockets of work in between life and vice versa.

For too long, menopause has been a silent workplace issue. With women aged 45–55 representing a large and growing portion of the workforce, the effects of menopause can influence everything from performance and retention to overall wellbeing.

Social Security wages will rise to $184,500 in 2026: The social security tax on employers and employees will stay the same at 6.2% and for Medicare at 1.45%.  Unlike Social Security, Medicare has no cap on wages.  Medicare surtax of 0.9% hits wages and self-employment joint filers at $250,000 and $200,000 for others.  Kiplinger 11/6/25

In every organization, there are people who approach challenges differently. They don’t just react to problems – they pause, analyze, connect ideas, and consider the ripple effects of each decision. These are high-level thinkers. In leadership and HR, that kind of thinking is what drives progress, shapes culture, and builds resilient organizations.

Change is constant, yet implementing it effectively remains a challenge for many organizations. According to a recent report from Eagle Hill Consulting, while 63% of U.S. workers experienced workplace change in the past year, 34% felt the changes weren’t worth the organizational effort. Only 25% of employees said their organization manages change effectively across the workforce.

Some of the most dedicated people on your team can be the hardest to read. They rarely complain, rarely slow down, and rarely let anyone see the strain they are under. From the outside, they seem unshakable and always in control, quietly carrying more than anyone realizes. But, that is exactly what makes burnout in this group so sneaky and dangerous.

The Eight Circuit Court of Appeals (Arkansas, Iowa, Minnesota, Missouri, North Dakota, and South Dakota) held Home Depot violated the rights of a worker that instead of removing the letters “BLM” on their apron, they quit and brought a claim to the NLRB. The Appeals Court overruled the National Labor Relations Board (NLRB) finding that the employee’s display of political support at work was protected by the National Labor Relations Act (NLRA).

Many managers try to steer clear of conflict, especially during stressful times like performance reviews. Rather than addressing both strengths and areas for improvement, some focus only on the positives to avoid uncomfortable conversations. This can create problems later when a new manager steps in and must confront performance issues that were previously overlooked. It’s not uncommon to hear employees say, “My last manager thought I was doing great – why am I being told...

FMLA includes time for mandatory overtime: On September 30, 2025, the Department of Labor’s Wage and Hour Division (WHD) issued an opinion letter on calculating the amount of Family and Medical Leave Act (FMLA) leave available to employees who work schedules that include mandatory overtime.

Artificial intelligence is rapidly becoming part of the workplace. However, while 72% of U.S. hiring managers say their company uses AI – up from 66% last fall – 55% admit their company doesn't have the resources or training to help employees use it effectively.

ASE’s last Michigan Policies and Practices Survey reports that on average over half of Michigan employers (55%) responding do not provide severance pay. Of those that do, many normally provide one or two weeks of pay per year of service as that benefit. However, over 50% of those that provide severance make the severance payout at management’s discretion.

Michigan HR professionals have been navigating the complexities of the Earned Sick Time Act (ESTA) since its effective date, February 21, 2025. As the year draws to a close, a new set of administrative and compliance tasks emerges. The specific actions HR must take depends on whether your organization utilizes the accrual method or the frontloading method for providing earned sick time.

Religious accommodations are increasingly becoming an issue for HR.  Since the U.S. Supreme Court Groff case (No. 22-174 (June 29, 2023)) raised the bar on what employers must do for religious accommodations, HR has been scrambling to identify ways to accommodate without causing business interruption.  For example, if the employer requires weekend shifts and the employee declines for religious reasons, how does HR respond?

Does your company have a drug testing policy, and do you test for marijuana (THC)? Does your company have a driving record checking policy?

Update on minimum wage changes for 2026: See chart for the new 2026 changes. This is also located in the ASE Member Community under My ASE Toolkits and Guides.

I’ve long identified as an introvert. I recharge in quiet reflection and carefully consider my decisions before acting. Yet leading a dynamic organization often requires stepping into the shoes of an extrovert such as speaking to large groups, energizing a room, and navigating highly social situations. Over time, I’ve realized that not everyone fits neatly into the traditional categories of introvert or extrovert. I’ve always said I’m an introvert who sometimes plays...