If you’re thinking of hiking to any natural hot springs this summer, just make sure their temps aren’t nearly as hot as the water REI is in right now.

The national retail chain has seemingly ticked off a portion of the roughly 25 million members who make up its co-op, thousands of whom pledged to boycott the store during its largest sale of the year, from May 15–25. The reason why might surprise some HR leaders: The REI workers’ union asked members to do so, in protest of alleged union busting and implementing unpopular benefits changes after contract negotiations stalled. (REI has denied these allegations.)

For HR practitioners, the boycott highlights the risks companies could face when they fail to live by their proclaimed values as an employer—especially when customers take note.

For more on the boycott, and how it highlights for HR the importance of fulfilling employer values, keep reading here.—PM

Rising medical expenses are causing, well, some side effects.

The majority (71%) of employees have experienced a 5% increase in medical costs in the last year, and 22% saw an increase of 15% or more, according to a new study from Prudential Group Insurance.

There’s also a disconnect between how employers and employees feel about the price hikes: 75% of employers think they’re doing enough to help mitigate rising medical costs, while just 46% of employees agree. And they’re feeling the pain in more ways than one.

“Rising healthcare costs are impacting employees in a number of different ways…There’s the physical, there’s the financial, there’s the emotional, and there’s even the social component,” Jon Trevisan, VP and head of distribution at Prudential, said during a virtual panel on April 27.

For more on how HR pros can rethink their benefits strategy in light of rising healthcare costs, keep reading here.—MC

The Department of Labor (DOL) emailed employees earlier this month, reminding them to report those pursuing work it considers to be “DEI-related discrimination,” according to an email seen by Wired.

The email was from a general “DOL Guidance and Information” email account, so it’s unclear who issued the directive.

The directive described “DEI-related discrimination” as any action, from hiring to mentoring, “motivated” by a person’s race, color, gender, or other protected characteristic. It further outlined prohibited activities, such as restricting events based on protected identities or rewarding employees based on their commitment to diversity. The statute of limitations is three years, allowing employees to report activities approved when President Biden was in office, according to Wired.

For more on the directive, and the DOL’s stance on DEI, keep reading here.—KP

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