Tag: CUPAHR

  • Federal Judge Blocks Trump Administration’s Actions to Dismantle Department of Education – CUPA-HR

    Federal Judge Blocks Trump Administration’s Actions to Dismantle Department of Education – CUPA-HR

    by CUPA-HR | May 29, 2025

    On May 22, a federal judge in the U.S. District Court of Massachusetts issued a preliminary injunction to block the Trump administration from taking action to close the Department of Education (ED). Specifically, the court order blocks the Trump administration from “carrying out the reduction-in-force” at ED previously announced and from implementing the executive order directing the secretary of education to “take all necessary steps to facilitate the closure of the Department of Education.”

    Several Democrat-led states, school districts and teachers unions filed lawsuits challenging the Trump administration’s reduction in force (RIF) at the department, arguing that the RIF would prohibit ED from carrying out its statutory functions. In the order enjoining the Trump administration from enforcing its RIF, the federal judge sided with the plaintiffs, granting the preliminary injunction because the plaintiffs “have shown that they are likely to suffer irreparable harm in the form of financial uncertainty and delay damaging student education … impeded access to vital knowledge upon which students, districts, and educators rely, and … loss of essential services provided by the office of Federal Student Aid and the Office for Civil Rights.”

    As a result of the preliminary injunction, the Trump administration and ED are blocked from carrying out the reduction in force and implementing the order to close the department. The administration is also blocked from reinstating the reduction in force and executive order under a different name. ED is also directed to reinstate federal employees who were terminated or eliminated on or after January 20, 2025, as part of the RIF, and the Department of Education and the administration are required to file a status report describing the steps they have taken to comply with the order.

    Soon after the preliminary injunction was issued, the Trump administration filed an appeal to the 1st U.S. Circuit Court of Appeals. Further decisions are pending, and CUPA-HR will continue to monitor for updates from the appeals court.



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  • DHS Terminates Harvard’s SEVP Certification, Blocking Foreign Student Enrollment – CUPA-HR

    DHS Terminates Harvard’s SEVP Certification, Blocking Foreign Student Enrollment – CUPA-HR

    by CUPA-HR | May 22, 2025

    On May 22, the Department of Homeland Security (DHS) announced that it terminated Harvard University’s Student and Exchange Visitor Program (SEVP) certification. According to DHS, this action bars Harvard from enrolling foreign students and requires foreign students currently enrolled at the institution to transfer to another U.S. institution or lose legal status.

    In the announcement, DHS states that “Harvard’s leadership has created an unsafe campus environment by permitting anti-American, pro-terrorist agitators to harass and physically assault individuals, including many Jewish students, and otherwise obstruct its once-venerable learning environment.” DHS claims that many of the agitators are foreign students. The announcement also accuses Harvard’s leadership of facilitating and engaging in coordinated activity with the Chinese Communist Party.

    On April 16, DHS Secretary Kristi Noem sent a letter to Harvard requesting the university to provide records on foreign students’ illegal activity or misconduct. The letter stated that Harvard could face immediate loss of SEVP certification if it did not comply. According to the DHS announcement on the SEVP termination, Harvard did not provide “the required information requested and ignored a follow up request from the Department’s Office of General Counsel.”

    In DHS’s announcement regarding the termination of Harvard’s SEVP certification, Noem states that DHS’s decision to terminate Harvard’s SEVP certification is “holding Harvard accountable for fostering violence, antisemitism, and coordinating with the Chinese Communist Party on campus.” She further states that “it is a privilege, not a right, for universities to enroll foreign students” and to “let this serve as a warning to all universities and academic institutions across the country.”

    CUPA-HR will monitor for additional updates on this decision and other actions taken by DHS.



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  • Workforce Planning Meets AI: A Blueprint for Smarter Surveys – CUPA-HR

    Workforce Planning Meets AI: A Blueprint for Smarter Surveys – CUPA-HR

    by Christy Williams | May 21, 2025

    For HR professionals in higher education, workforce planning has evolved into a strategic discipline. Filling positions is no longer enough — leaders must anticipate talent needs, support professional growth and align development opportunities with institutional goals. A well-designed needs assessment gives HR teams the insight to take action with confidence and create lasting impact.

    In the CUPA-HR webinar, Survey Says! Using HR Data and AI to Maximize Analysis of Needs, presenters from Harvard University’s Center for Workplace Development shared how their team designed and executed a large-scale, data-informed, AI-supported needs assessment. The goal? To better understand learning needs and create targeted strategies for professional growth across a decentralized institution.

    Here are the key takeaways from their process.

    Start With a Strategic Why

    Before sending a single survey question, clarify what you’re hoping to learn — and why it matters.

    At Harvard, the team began their needs assessment with a clear objective to understand learning and development needs across various employee groups as part of a larger workforce strategy. This meant designing a survey aimed at uncovering more than surface-level training needs, asking instead: What do our employees really need to grow and thrive in their roles?

    Their advice to other HR teams is to anchor your assessment in your institution’s strategic goals and organizational context. Let that “why” guide your survey design from the start.

    Design a Survey That Reflects Your Workforce

    A successful needs assessment is tailored to the specific population it serves rather than one-size-fits-all.

    Harvard’s workforce includes individual contributors, supervisors and executives across many schools and units. Their team created targeted questions for each group and pre-populated some responses using data from their HRIS system to reduce survey fatigue and improve accuracy.

    Make sure your questions are relevant to different audience segments, and use the data you already have to streamline the experience for respondents.

    Boost Participation Through Targeted Communications

    Even the best survey won’t produce results without strong participation. Driving engagement was one of the biggest challenges for Harvard, as it is for many institutions. Their team addressed this by securing leadership support, crafting targeted communications and clearly communicating the value of the survey to employees.

    To boost response rates on your own campus, consider using champions across departments, timing your outreach thoughtfully and explaining how the data will be used to benefit staff.

    Use AI Thoughtfully to Analyze Large Data Sets

    If your survey includes open-ended responses, you’ll likely end up with more data than you can quickly process — especially if your institution is large. This is where AI can help.

    Harvard’s team used a combination of AI tools to analyze thousands of comments and identify themes. But they stressed that the human element remained critical. They invested time in crafting the right prompts, testing outputs and verifying results before presenting them to stakeholders.

    Their approach to AI offers an important lesson: AI can accelerate analysis and bring fresh insights, but it’s not a shortcut. You need to build a process that includes human judgment, data verification and transparency.

    Integrate HR Data for Deeper Insights

    One of the most impactful decisions the Harvard team made was linking survey responses to existing HR data. This allowed them to connect learning needs to specific job roles, departments and demographics — enabling more targeted follow-up and planning.

    By incorporating HRIS data, they were also able to personalize survey questions and reduce respondent burden. That integration enhanced both the quality of their data and their ability to act on it.

    If you’re planning a survey, consider how existing HRIS data can be used to sharpen your questions and deepen your analysis.

    Turn Results Into Action

    The final — and perhaps most critical — step is using what you’ve learned.

    At the time of the webinar, the Harvard team was in what they described as the “where are we now” stage and had begun implementing some of the recommendations from their survey analysis. They emphasized the importance of translating results into practical strategies that support learning and development, talent mobility and organizational effectiveness.

    To do the same on your campus, be sure to:

    • Share key findings transparently with stakeholders.
    • Identify priority areas for development or investment.
    • Use insights to shape programming, leadership development or change management strategies.

    Embrace Experimentation and Continuous Learning

    The Harvard team acknowledged that this process wasn’t perfect — and that was okay. They embraced experimentation, learned from trial and error, and remained open to improving their approach as they went.

    Their experience is a reminder that innovation in higher ed HR — especially when integrating AI — is a journey. Don’t be afraid to pilot new tools and adjust your process.

    Watch the Webinar Recording

    Interested in learning more about Harvard’s process? The full webinar recording and slide deck are available here.

    More CUPA-HR Resources

    Harnessing the Power of Big Data for Sound HR Decision Making — This article examines using workforce data to make good business decisions with confidence.

    Data Visualization and Storytelling Tips and Tools for HR — This on-demand CUPA-HR webinar covers practical tips and tools you can use to share compelling data stories and data visualizations.

    AI in Higher Education HR Toolkit — Best practices and tools for using AI technologies thoughtfully and safely.



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  • New Report From CUPA-HR Explores Changes in Faculty Size, Pay and Tenure Status Over the Past 20 Years – CUPA-HR

    New Report From CUPA-HR Explores Changes in Faculty Size, Pay and Tenure Status Over the Past 20 Years – CUPA-HR

    by CUPA-HR | May 20, 2025

    How has the higher education faculty workforce changed over the past 20 years? What disciplines have emerged as frontrunners in hiring? What disciplines pay the most? What disciplines pay the least?

    In the new research report, Two Decades of Change: Faculty Discipline Trends in Higher Education, CUPA-HR presents findings from an analysis of data from its Faculty in Higher Education Survey from 2003-04 to 2023-24.

    Some key findings highlighted in the report:

    • The disciplines of Health Professions and Business have experienced the most growth in number of faculty over the past 20 years. The number of faculty in Health Professions more than doubled from 2003-04 to 2023-24, and the number of Business faculty grew by 20.8% over the same period.
    • The disciplines of Theology, Liberal Arts and Humanities, and English Language/Literature are experiencing very little growth in terms of hiring new faculty. These disciplines also have high numbers of non-tenure-track faculty and are among the lowest-paying disciplines — all of which point to institutions’ divestment in these disciplines.
    • Business ranked among the top four highest-paid disciplines every year from 2003-04 to 2023-24 and has been the highest-paid discipline for the past nine years. In addition, Business saw the largest percentage increase in median salary across all disciplines, with an increase of 66.2% since 2003-04.
    • No discipline’s pay increases beat inflation. Although many disciplines appeared strong based on changes in size and salary over time, all disciplines reported median salaries in 2023-24 that were lower than inflation-adjusted salaries based on 2003-04 salary data. Overall, faculty in all disciplines have less purchasing power with their salaries in 2023-24 than they did in 2003-04.

     

    Read the full report and explore the data with interactive graphics.



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  • EEOC Initiates Investigation Into Harvard University Over Racial Discrimination – CUPA-HR

    EEOC Initiates Investigation Into Harvard University Over Racial Discrimination – CUPA-HR

    by CUPA-HR | May 19, 2025

    On April 25, the Equal Employment Opportunity Commission’s Acting Chair, Andrea Lucas, issued a Commissioner’s Charge against Harvard University announcing that the EEOC is investigating whether “Harvard may have violated and may be continuing to violate Title VII [of the Civil Rights Act of 1964] by engaging in a pattern or practice of disparate treatment against white, Asian, male, or straight employees, applicants, and training program participants in hiring, promotion (including but not limited to tenure decisions), compensation, and separation decisions; internship programs; and mentoring, leadership development, and other career development programs.”

    The charge also covers “entities managed by, affiliated with, related, or operating jointly with or successors to” Harvard University. This includes the institution’s medical school, school of public health, and school of arts and sciences, as well as the Brigham and Women’s Hospital and Massachusetts General Hospital, among others. The investigation will look back to 2018 for potential discrimination.

    As Acting Chair Lucas explains in the charge, the allegations “are based on publicly available information regarding Harvard, including, but not limited to, documents and information published on Harvard and its affiliates’ public webpages (including archived pages); public statements by Harvard and its leadership; and news reporting.” The charge references documents that were on Harvard’s website, including resources that tracked its decade-long progress to diversify its faculty, but these documents have since been deleted from the university’s website.

    Lucas highlights data showing a 10% drop in white men among “all ladder faculty” from 2013 to 2023 and the corresponding 10% increase in total women, nonbinary, and faculty of color in the same time span. She also points to the increase in the percentage of tenured and tenure-track faculty that are women, nonbinary, and/or people of color. Acting Chair Lucas believes Harvard took “such unlawful action in an effort to achieve, in Harvard’s own words, ‘demographic diversification of the faculty.’” Moreover, Lucas claims, “there is reason to believe that these trends and the underlying pattern or practice of discrimination based on race and sex have continued in 2024 and are ongoing.”

    The charge also emphasizes that various programs hosted by the university and its affiliates — including fellowship programs, research opportunities, and other initiatives targeted toward underserved groups, including Black and Native American students — demonstrate disparate treatment by the university and its affiliates against White, Asian, male, and straight applicants and training program participants.

    The EEOC’s Commissioner’s Charge is the latest escalation of the battle between Harvard and the Trump administration, which has frozen or paused billions of dollars in federal grants and contracts, threatened to revoke the school’s tax-exempt status, and initiated a task force to investigate the university’s behavior towards Jewish students. The Department of Education and Department of Health and Human Services are also investigating the university, including for race-based discrimination.

    In a letter in response to the Department of Education, Harvard explained:

    “Employment at Harvard is similarly based on merit and achievement. We seek the best educators, researchers, and scholars at our schools. We do not have quotas, whether based on race or ethnicity or any other characteristic. We do not employ ideological litmus tests. We do not use diversity, equity, and inclusion statements in our hiring decisions. We hire people because of their individual accomplishments, promise, and creativity in their fields or areas of expertise, and their ability to communicate effectively with students, faculty, and staff. And we take all of our legal obligations seriously, including those that pertain to faculty employment at Harvard, as we seek to offer our students the most dynamic and rewarding educational experience that we can.”

    CUPA-HR will continue to monitor for updates related to this charge and other relevant enforcement activity at the EEOC.



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  • House Introduces Bipartisan Paid Leave Legislative Proposal – CUPA-HR

    House Introduces Bipartisan Paid Leave Legislative Proposal – CUPA-HR

    by CUPA-HR | May 13, 2025

    On April 30, Representatives Stephanie Bice (R-OK-5) and Chrissy Houlahan (D-PA-6) introduced the More Paid Leave for More Americans Act, the result of more than two years of work by the House Paid Family Leave Working Group, which Bice and Houlahan co-chair. The package consists of two parts: the Paid Family Leave Public-Private Partnerships Act and the Interstate Paid Leave Action Network (I-PLAN) Act.

    The Legislation

    The first bill of the package — the Interstate Paid Leave Action Network (I-PLAN) Act — would create a national framework “to provide support and incentives for the development and adoption of an interstate agreement that facilitates streamlined benefit delivery, reduced administrative burden, and coordination and harmonization of State paid family and medical leave programs.” It is intended to help resolve the confusion and inconsistencies across the state programs, in particular for the distribution of benefits to workers who work across state lines. The network will also work to identify best practices from existing state paid leave programs, help states harmonize their policies and resolve conflicts with other states’ programs, and help employees access their benefits.

    The second bill — the Paid Family Leave Public-Private Partnerships Act — would establish a three-year pilot program in which the Department of Labor would provide competitive grants to states that establish paid family leave programs that meet certain criteria. To qualify, states would be required to partner with private entities via Public-Private Partnerships (PPP) and participate in I-PLAN. The state programs would be required to offer at least six weeks of paid leave for the birth or adoption of a new child and provide a wage replacement rate between 50% and 67% depending on the income of the individual. Individuals at or below the poverty line for a family of four must receive 67% of their wages, while individuals earning more than double the poverty line for a family of four must receive 50% of their wages. The maximum benefit a worker can receive is 150% of a state’s average weekly wage.

    Looking Ahead

    Bice and Houlahan are optimistic about the package’s prospects, as both bills do maintain bipartisan support and President Trump has indicated an interest in pursuing a federal paid leave program. That said, it is uncertain if and when the House and Senate labor committees would take up these bills for a markup, which is the first step in getting the bill to a floor vote. CUPA-HR will continue to keep members apprised of updates related to this bill and other paid leave proposals that emerge from Congress.



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  • HR and the Courts — May 2025 – CUPA-HR

    HR and the Courts — May 2025 – CUPA-HR

    by CUPA-HR | May 13, 2025

    Each month, CUPA-HR General Counsel Ira Shepard provides an overview of several labor and employment law cases and regulatory actions with implications for the higher ed workplace. Here’s the latest from Ira.

    Executive Orders Targeting Diversity, Equity and Inclusion Initiatives Are Subject to Conflicting Court Orders

    On May 2, 2025, a federal district court judge in D.C. denied a request from civil rights groups for an injunction precluding the Trump administration’s executive orders aimed at curtailing DEI initiatives and cutting protections for transgender people. The judge denied the plaintiffs’ attempt to curtail three Trump administration executive orders, concluding that the plaintiffs would not ultimately succeed (National Urban League v. Trump (D.D.C. 1:25-cv-00471, Prelim. Inj. denied, 5/2/25)).

    Separately, on April 14, 2025, a federal district court judge in Illinois issued a nationwide preliminary injunction, following his temporary restraining order of late March 2025, barring the U.S. Department of Labor from enforcing those parts of President Trump’s executive order that target diversity, equity and inclusion initiatives (Chicago Women in Trades v. Trump (2025 BL 125862, N.D. Ill. No. 1.25-cv-02005, 4/14/25)). This injunction is subject to appeal and possible modification by the U.S. Court of Appeals.

    The March 2025 temporary restraining order also barred enforcement of the executive order provision requiring grant recipients, like the plaintiff, from having to certify that they do not operate programs that advance DEI. The judge noted that part of the executive order could chill speech even beyond federally funded programs but few grant recipients are likely to sue the federal government. Learn more.

    Students File Multiple Lawsuits Contesting the Department of Homeland Security Cancellation of F-1 Status Without Due Process Hearings

    At least a dozen lawsuits have been filed asking federal judges to block the Department of Homeland Security’s attempts to cancel F-1 status without proper hearing and cause. One Dartmouth doctoral student from China won an emergency order restoring his F-1 student status. According to the American Immigration Lawyers Association, more than 4,700 foreign students have had their records terminated by U.S. Immigration and Customs Enforcement (ICE) without any hearings or other due process. Lawsuits have been filed in New York, California, Michigan, Pennsylvania, New Hampshire and Washington state contesting the termination of student records. The lawsuits are asking the courts to block DHS from terminating student records and targeting the students for removal.

    On April 4, CUPA-HR co-signed a letter with the American Council on Education and 14 other higher education associations seeking clarity on international student visa issues.

    U.S. Department of Labor To Lose 20% of Its Workforce Due to Voluntary Resignations

    More than 2,700 of the Department of Labor’s over 14,000 employees have accepted the department’s offer to receive pay and benefits through September if they voluntarily resign. The offer advised that there would be mandatory layoffs and job eliminations in the future. Commentators concluded that the staff resignations will decrease the DOL’s ability to perform on-site audits and enforcement of many worker protection laws that the department has the responsibility to enforce.

    This exodus follows the Trump administration’s attempt to terminate many DOL probationary employees who were later reinstated by a court order following a challenge to the probationary terminations.

    Trump Administration Issues Executive Order to Three Cabinet Agencies To Train 1 Million New Apprentices in Skilled Trades, Including Artificial Intelligence

    The Trump administration issued an executive order on April 23, 2025, to secretaries of education, commerce, and labor to conduct a full-scale review of federal apprenticeship programs to identify areas for realignment and address training for in-demand skills. The goal is to have the three agencies develop a plan to train 1 million new apprentices in skilled trades and emerging industries, including artificial intelligence.

    The executive order gives the three agencies 90 days to submit a report to the Office of Management and Budget. The report should include policy reforms and programs that could be retracted and consolidated between agencies. The order asks the agencies to identify ineffective programs and states that each “each identified program should be accompanied by a proposal to reform the program, redirect its funding, or eliminate it.”

    Trump Administration Issues Executive Order Barring the EEOC and DOJ From Prosecuting Disparate Impact Theory Discrimination Cases

    Federal agencies prosecuting discrimination bias cases are barred from using the disparate impact theory of unintentional discrimination under a new Trump administration executive order signed April 23, 2025. The order specifically directs the EEOC and DOJ to review their pending cases and investigations that rely on this legal theory and take appropriate action within 45 days (that is, drop or revise the case).

    The U.S. Supreme Court recognized the disparate impact legal theory as appropriate enforcement of the Civil Rights Act of 1964, in its 1971 landmark decision in Griggs v. Duke Power. Notwithstanding the Trump executive order, private individuals can still bring private claims of discrimination under Title VII using the disparate impact theory, until the Griggs case is reversed or modified.

    Because of the unprecedented and fast-changing pronouncements of the new presidential administration and the intervening court challenges, the developments contained in this blog post are subject to change. Before acting on the legal issues discussed here, please consult your college or university counsel and, as always, act with caution.



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  • Sen. Marshall Proposes Legislation to Fulfill Trump Campaign Pledge on “No Tax on Overtime” – CUPA-HR

    Sen. Marshall Proposes Legislation to Fulfill Trump Campaign Pledge on “No Tax on Overtime” – CUPA-HR

    by CUPA-HR | May 12, 2025

    On May 6, Senator Roger Marshall (R-KS), along with Sens. Tommy Tuberville (R-AL), Jim Justice (R-WV), and Pete Ricketts (R-NE), introduced the Overtime Wages Tax Relief Act, which is intended to fulfill President Trump’s campaign promise to eliminate taxes on overtime pay. The proposal provides an income tax deduction for overtime pay up to a certain threshold. Marshall explained that his goal with the legislation was to target the benefit to lower- and middle-income workers in industries and occupations that traditionally pay overtime.

    Under the proposal, individuals would be able to deduct up to $10,000 of overtime pay from their income taxes. For married couples, the cap would be set at $20,000. This is an “above-the-line” income tax deduction, so workers would have the ability to claim the deduction whether they itemize their deductions or take the standard deduction.

    Additionally, the proposal phases out the benefit for top earners, identified as individuals earning $100,000 or more and married couples earning $200,000 or more. The deduction is reduced by $50 for every $1,000 in income the individual or married couple earns above their respective threshold.

    The legislation also includes reporting obligations for employers “to ensure transparency and accuracy in claiming the deduction.” Employers will be required to report overtime earnings to employees in their annual wage and tax statements.

    Marshall is hoping to have the legislation included in the Republican’s fiscal year 2025 budget reconciliation bill, which is expected to cover everything from border security to extensions for the expiring 2017 tax cuts President Trump signed into law during his first term.

    CUPA-HR will keep members apprised of additional updates on this bill and others related to overtime laws and regulations.



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  • Creating Human-Centered Workplaces: Takeaways From CUPA-HR’s Spring Conference – CUPA-HR

    Creating Human-Centered Workplaces: Takeaways From CUPA-HR’s Spring Conference – CUPA-HR

    by Christy Williams | May 7, 2025

    At the 2025 CUPA-HR Spring Conference in Seattle, our keynote speakers shared their insights into the future of the higher ed workplace. They encouraged HR practitioners to step boldly into brave leadership, to investigate neuroscience’s insights into human behavior, to embrace advances in artificial intelligence, and to use data to enhance the employee experience.

    But the key message was that innovation should be people-centered and align with HR’s fundamental goal: creating workplaces where people feel safe, valued and free to thrive.

    The Brain Needs to Belong 

    The brain is a social organ, Dr. Jessica Sharp stressed in her opening keynote. Whether or not we’re conscious of it, we’re always searching for connection and belonging — for psychological safety.

    “Our brains need affirmation that we belong. Without it, we don’t feel safe,” Dr. Sharp said.

    Because our brains interpret emotional threats in the same way as physical threats, feeling unsafe at work can provoke a similar feeling to walking alone in a dark parking garage or seeing a snake on a hiking trail. But when we feel a sense of psychological safety and social belonging, our brains shift into connected mode. When we feel safe, we’re more likely to collaborate with our team, be less resistant to change and feel creative.

    Dr. Sharp invited higher ed HR to step into the future of work through neuroleadership. Neuroleadership is a model of talent management that understands the connection between the brain’s inner workings and people’s best work.

    Takeaway: The brain can’t be inspired when it’s in survival mode. Prioritize safety and belonging to encourage creativity.

    Further reading: Explore more ways to strengthen resilience and enhance psychological safety.

    AI Is Your Time-Saving HR Assistant

    AI is the future of work, said Jennifer Parker, the assistant director of HR operations at Colorado Community College System. While this may sound intimidating, it’s important to know that AI won’t replace you, but rather free up time and mental energy so that you can focus on strategy and long-term projects.

    Here’s how Parker uses AI to simplify routine HR tasks:

    • As a brainstorming partner. For example, you can say to AI, “help me write my leadership statement.” Provide context about your career to enhance the responses.
    • To write or revise emails. Parker’s communication mode tends to be folksy, so she has ChatGPT rewrite her emails to be more formal in tone.
    • As a software coach. Ask AI to give you step-by-step directions on creating an Excel formula.
    • To develop presentations, trainings and professional development sessions. ChatGPT helped Parker write microsessions for an online civility campaign, create slide decks and a video explaining benefits to employees.
    • As an employee engagement assistant. Tell AI the dynamics of your culture and ask how you can help foster a healthy workplace.
    • As an event planner. Ask AI to create a training calendar or other complex timeline. For events like open enrollment, ask it for an invitation to the health fair or to craft an inspiring message to remind employees to review their benefits.

    AI can also summarize complex information, break down survey results, act as a career coach or problem solver, offer advice, and more. Get creative! But always review what AI generates for accuracy, and make it your own.

    Takeaway: AI can simplify HR’s daily tasks and free up time for strategic thinking.

    Further reading: Read this step-by-step guide to learn how Parker used ChatGPT as her assistant in creating a virtual civility training program.

    Benchmark Your Employee Experience Using CUPA-HR’s Data 

    What does it take to attract top talent to higher ed? CUPA-HR’s new survey — the Benefits, Employee Experience, and Structure Survey — gives higher ed a snapshot of what it takes to be an employer of choice in a competitive employment landscape, explained Melissa Fuesting, associate director of research at CUPA-HR.

    Using the BEES Survey, colleges and universities can benchmark traditional benefits. And now, for the first time, explore data on:

    • Flexible work
    • Professional development
    • Campus and community engagement
    • Hiring metrics
    • Performance reviews
    • Institutional structure (such as where HR is housed)
    • Policies

    The BEES survey also allows you to take a deep dive on these topics. For example, when it comes to flexible work, you can find answers to questions such as: Which employees have the ability to work flexible schedules or flexible hours? Who determines the policies around hybrid and remote work? Which employee groups can be hybrid or remote?

    Takeaway: To enhance your employee value proposition, benchmark your benefits and employee experience using data from CUPA-HR’s new BEES Survey with DataOnDemand.

    Further reading: For more on attracting and retaining talent, check out the results of the 2023 Employee Retention Survey and stay tuned for the results of the 2025 survey coming this fall.

    “Who We Are Is How We Lead” 

    Cheryl Cofield closed this year’s spring conference with a compelling message: “Who we are is how we lead.” In her powerful keynote, Cofield challenged higher ed HR professionals to examine the leadership armor we wear — the protective behaviors that keep us from leaning into vulnerability and courage. Instead of avoiding difficult conversations or striving for unattainable perfection, brave leaders must be willing to get uncomfortable, speak honestly and model the values they profess.

    Drawing from Brené Brown’s research, Cofield identified four key skill sets that support courageous leadership: vulnerability, values, trust and learning. She described how emotional armor — such as perfectionism, detachment, or a need to always be right — gets in the way of connection, inclusion and growth.

    Through self-reflection and practical tools like emotional literacy, empathy and curiosity-based conversation cues, Cofield encouraged attendees to identify their own “call to courage.” She reminded us that courage in leadership is not only a personal practice but a collective force. When one person shows up bravely, others are more likely to do the same.

    Takeaway: Courage is contagious. When leaders remove their armor and lead with vulnerability, they create more inclusive, trusting and human-centered workplaces.

    Further reading: Learn why leadership development is essential in higher ed and how it strengthens engagement, inclusion and institutional resilience.



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  • Appeals Court Stays Litigation on Overtime Rule – CUPA-HR

    Appeals Court Stays Litigation on Overtime Rule – CUPA-HR

    by CUPA-HR | May 6, 2025

    On April 29, the 5th U.S. Circuit Court of Appeals issued a stay on the litigation challenging the Biden administration’s overtime rule that will last for 120 days. The order halts further proceedings in the appeals court while the Trump administration’s Department of Labor (DOL) reconsiders the Biden administration’s rule, and it directs DOL to file additional status reports every 60 days.

    In February, the Trump administration’s DOL filed an appeal on a district court’s ruling in Flint Avenue, LLC v. DOL that vacated the Biden administration’s overtime rule. The Trump appeal was the second appeal filed for cases involving the Biden overtime rule. The move to appeal was largely viewed as an attempt for the Trump administration to put a placeholder on court proceedings while Secretary of Labor Lori Chavez-DeRemer settled into her new role and figured out next steps for the overtime regulations.

    The ruling from the appeals court followed a request from Trump’s DOL to hold the case in abeyance while the agency reconsidered the rule. Further updates from the Trump administration regarding the overtime regulations are likely to follow.

    CUPA-HR will continue to monitor for updates related to the overtime regulations.



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