Artificial intelligence is changing how we work, and employers are investing significant time and resources into helping their employees keep up. But as organizations introduce new AI tools and training programs, they must also ensure they are developing the skills employees need to work effectively alongside AI.

Artificial intelligence promised to make recruiting faster and more efficient. From screening resumes to scheduling interviews, technology was expected to take time-consuming tasks off recruiters’ plates and help employers fill openings sooner. However, new research suggests the results haven’t lived up to those expectations.

For many employees, the workweek begins long before Monday morning. As Sunday afternoon turns into evening, thoughts of unfinished projects, overflowing inboxes, and upcoming meetings begin to creep in. What should be the final hours of a relaxing weekend instead becomes a source of anxiety.

Employees often anticipate when termination may be approaching and may raise performance-related explanations or concerns for the first time. While employers may want to move quickly, these situations often require a more deliberate approach. Taking the time to investigate, document concerns, and follow proper procedures can help ensure that the termination decision is legally defensible.

Thinking like an owner does not mean having a financial stake in the organization. It means understanding that everyday decisions and behaviors affect coworkers, customers, productivity, reputation, and ultimately the organization’s success.

Money is still the draw for applicants: If you want to hire someone new, you've got to show them the money. Workers say they want more money than ever for a new job. The latest data from the Federal Reserve Bank of New York shows that the reservation wage — the average lowest wage a respondent would be willing to accept for a new job — hit a series high in July 2026.

Leaders and HR professionals may associate intrusive leadership with micromanagement, excessive oversight, or crossed workplace boundaries. In the military, however, the concept developed by U.S. Coast Guard Captain Marcus A. Canady emphasizes knowing people, building trust, listening actively, and recognizing when support may be needed. It asks leaders to understand the people behind the work rather than simply manage the work. For civilian employers, the question is where this proactive...

Small and midsize employers are heading into another difficult health insurance renewal season. A recent analysis from the Peterson-KFF Health System Tracker found that insurers requested a median 14% premium increase for 2027 fully insured small-group plans. These are proposed rates, not final increases, and they do not include self-funded plans. Insurers cited rising medical costs and utilization, specialty drugs, and increased use of GLP-1 medications. The median estimated increase in...

More employers are calling employees back to the office, but a return-to-office policy may not be the final word when an employee requests remote work as a disability accommodation. Recent court decisions are putting renewed attention on a familiar ADA question: Is being physically present in the workplace truly an essential function of the job?

Job hopping, particularly in the IT industry, has become increasingly common. For many employees, changing employers can feel like the most effective way to earn a promotion, build new skills, and advance their careers.

Benefits communication should do more than tell employees what benefits are available. Effective communication helps employees understand their benefits, recognize how changes affect them, and make informed decisions about using those benefits.

Keith Sonderling confirmed as Secretary of U.S. Department of Labor: The full U.S. Senate late Wednesday approved President Donald Trump's nomination of Keith Sonderling to serve as secretary of labor and lead the U.S. Department of Labor.

If there is one thing I've learned from talking with employers across Michigan, it's that challenges rarely arrive one at a time.

The U.S. Department of Labor Wage and Hour Division (WHD) issued three opinion letters of interest to employers.  Although opinion letters are not the force of law, they do provide guidance as how WHD will review situations that arise. Two were more pertinent to ASE employers:

Ghosting is usually discussed as something job candidates do to employers. A candidate stops responding to emails, misses an interview, or accepts an offer and never shows up. But often, employers ghost candidates too. And when it happens after an interview, the impact can be particularly damaging.

Manufacturing Day is this Friday, October 2, and is a good reminder that attracting the next generation of manufacturing talent takes more than putting a “Now Hiring” sign outside the building.

Grail, a biotechnical company based out of California and with locations in Washington, DC, Research Triangle Park NC, and London, UK, has developed new multi-cancer early detection (MCED) test that checks a person’s blood for cancer. The company has conducted many clinical studies with over 380,000 participants.

iCIMS AI hiring tool under attack for discriminatory learning: In Harper v. Sirius XM Radio, LLC, No. 2:25-cv-12403 (E.D. Mich.), plaintiff Arshon Harper alleges that Sirius XM’s use of its AI application screening tool (called, “iCIMS”) discriminated against him on the basis of race.

Performance reviews influence pay decisions, promotions, development opportunities, and succession planning. While most organizations strive for fairness and objectivity, recent research suggests that gender-based differences in performance feedback remain common, particularly when managers evaluate subjective traits such as communication style, leadership, assertiveness, and emotional expression.

Two weeks ago, a fire at a Southeast- Michigan100 year old golf club provided a powerful reminder that emergencies are not abstract possibilities. In a matter of hours, employees can lose access to their workplace, planned events can be canceled, critical equipment and records can be destroyed, and normal operations can come to a sudden stop. The weeks that follow may require difficult decisions about employee communication, work arrangements, payroll, insurance, member services, and...

When an employee is not working out, termination may seem like a straightforward business decision. In an at-will employment relationship, employers generally have significant flexibility to end employment. But “at-will” does not mean “anything goes.”

In an increasingly crowded talent market, employers often look for ways to stand out. Some organizations have turned to humor in job postings, hoping that witty language, clever headlines, or playful descriptions will capture attention and make their opportunities more attractive. While the approach may generate clicks and social media engagement, new research suggests it may not improve candidate attraction and could even create unintended consequences.

Although management-side attorneys have expressed skepticism about the claim, Andrew Hartley filed a lawsuit against Thermo Fisher Scientific Inc., alleging that he was unlawfully forced to compromise his religious beliefs through participation in the company's 401(k) plan due to his moral objection to fossil fuel investments. Hartley brought the claim under Title VII of the Civil Rights Act of 1964, which prohibits religious discrimination in the workplace.

The daughter tax: Daughters are nearly two times (1.9) more likely than sons to provide unpaid, hands-on care for aging parents, according to recent analysis from AI-powered long-term care prediction platform Waterlily.

When leaders think about building successful organizations, conversations typically focus on engagement, productivity, retention, and performance. These goals are essential, but they are often supported by something less frequently discussed. Employees who experience joy at work are more likely to be connected, committed, and motivated to contribute their best.