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Hi ya,
Happy Wednesday, friends!
The month is ramping up, and I’m at that stage where I either need the strongest espresso known to humankind or 48 uninterrupted hours of sleep.
(Both sound like an absolute dream right now!)
Sooo what do we have on the menu for today???🍴
An FMLA, PUMP Act lawsuit with Kroger, maintaining integrity in a corporate environment, and the retention play nobody should be sleeping on.
So let’s open this can of corporate spam and dig in!
🍼 Kroger faces FMLA, PUMP Act lawsuit after allegedly transferring employee returning from parental leave
The TL;DR: A former Kroger assistant manager is suing, claiming she was denied time off before childbirth that male peers received, forced to pump in degrading conditions (bathroom stalls, closets, rooms with cameras), and retaliated against with a transfer after complaining to HR. The lawsuit cites violations of the PUMP Act, Pregnant Workers Fairness Act, and FMLA protections. Oh, and a manager allegedly called storing breast milk in a fridge “disgusting.”
My POV: Aside from being a bad look, this is heaving on the malpractice energy.
These aren’t optional perks we’re talking about…they’re federal protections!
Getting this wrong puts culture at risk because you’re risking lawsuits, headlines, and your company’s reputation in the talent market.
At the bare minimum, give parents the dignity they deserve while they’re at work.
🎙️ Mic Drop Moment:
“Trust is better than surveillance, and it's cheaper.”
On the mic this week: Jessica Winder is known for her “good trouble” approach to leadership and culture. She leads Hidden Gem Career Coaching and authored The Hidden Gem Within, helping professionals build credible, visible personal brands. As a keynote speaker and startup advisor, Jessica focuses on leadership development, accountability, and unlocking talent at every level.
Pin this:
Promotions shouldn’t be mysteries. Tie advancement to real business needs, clear criteria, and timelines so performance (not politics) drives who moves up.
Being liked often outruns being right, so pair results with smart visibility.
Reframe self-promotion as storytelling about impact.
Set a timeline: you can play the game temporarily without selling your soul.
My H*ly Sh*t Moment: The “pet to threat” flip is so painfully real. Within 12–24 months, the moment you start pushing for change, the applause can turn into target practice!
Stat: 69% of employees are more likely to stay with a company for three years if they experience great onboarding
My spiral: Onboarding is not just paperwork and a Zoom call, you know!
The first impression sets the tone for literally everything that follows.
If people feel supported, connected, and actually know how to do their jobs from day one, they’re way more likely to stick around instead of ghosting three months in.
Think of onboarding as your best retention play, and less like a boring checklist!
🛠️ In Your Toolkit
Is it time to break up with your bad HR tech?
This month’s HR Therapy is full of advice that you’ll want to put in your toolkit.
From horror stories to make or break moments you’ll learn how to spot when your tech stack is on life support and how to position a pivot to your leadership team.
Basically it’s like a support group for anyone stuck wrestling with clunky HR tech.
➡️ Walk away with a gameplan to stop patching up your tools and instead building a tech stack that works for you AND your employees.
