The Office of Personnel Management (OPM) issued new religious inclusion guidance for federal agencies this week as the Trump administration continues what many see as a pro-religion agenda.

The guidance encourages federal agencies to be more welcoming to employees engaging in religious expression and reminds employers that religious discrimination is illegal under the First Amendment. Employees may “live out their faiths in daily life,” which includes the workplace.

The OPM reminded government agencies that they cannot “discipline or discharge employees for their religious observance and practice,” and provided several examples of acceptable religious conduct at work, including displays of religious items (like a bible or jewelry).

The guidance also indicated that employees should be permitted to gather in groups during off-duty time to express their religion. Employees are also allowed to attempt to “persuade others” of their religious views, provided that such efforts are not harassing in nature, and encourage colleagues to express their faith.

For more on this guidance and what it means for certain religious groups, keep reading here.—KP

Starting next year, employers will have the option to contribute to a new type of savings account on behalf of employees or their employees’ dependents.

Dubbed “Trump accounts,” these savings vehicles will be structured like an individual retirement account. Every US baby born between Jan. 1, 2025 and 2028 will receive one with $1,000 in seed funding from the federal government thanks to a pilot program run by the Treasury Department.

Some employers—like Dell Technologies, Uber, and Goldman Sachs—have already said they’ll take advantage of this new benefit, which is part of the recently enacted Republican budget bill. But HR teams must consider whether contributing to these accounts makes sense for their workforce, especially if they already offer other types of financial support for workers and their children, benefits experts say.

For more on how these accounts will work and whether your company should contribute, keep reading here.—CV

What would the world look like if employees introduced themselves not by job titles but by their skills inventory?

While it isn’t realistic to introduce yourself in everyday conversations with, “Hi, my name is Stacey. I write code in Python. I design products. I’ve worked in software engineering for 10 years,” one author suggests HR pros think of their employees as these skills instead of just, “Stacey, the director of product design.”

Craig Friedman, a talent and skills transformation leader for the Illinois-based St. Charles Consulting Group, highlights the importance of companies becoming a skills-based organization in his new book Enterprise Skills Unlocked: A Blueprint for Building Skills-based Talent Management.

For more on how HR can help their organization adopt a skills-first mindset, keep reading here.—MC