Abercrombie & Fitch and Kieran Culkin aren’t the only things in style for summer. The season unofficially kicked off Memorial Day weekend, and the fly workplaces are offering hot summer-specific perks to help workers relax during the hot months.

Summer perks. Among the most common summer benefits are summer Fridays, which are offered at a range of companies including IBM, Pfizer, and Viacom.

Jennifer Bett Communications, a media relations agency based in New York City, switches to four-day workweeks June–August, according to its PR representative, Daria Martorana.

Other companies, including EY, MUD\WTR, and KPMG, have a weeklong shutdown at some point during the summer. Employees at KPMG also have what they call “jumpstarts” from Memorial Day to Labor Day, where they may sign off early.

What employees want. Kathy Cullen-Cote, chief human resources officer at Teradata, a data analytics firm, told HR Brew that employees are coming to expect some summer-specific benefits. Her company closes at noon every Friday from Memorial Day to Labor Day.

Keep reading.—KP

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Generative AI tools such as ChatGPT present major opportunities—and challenges—for HR professionals tasked with attracting, developing, and retaining talent. Employers are considering how they can best respond to potential skills gaps and prepare their workforce to navigate these new technologies. In a recent World Economic Forum survey, 42% of companies said they plan to prioritize training in AI and big data skills over the next five years.

These issues are top-of-mind for Jeff Maggioncalda, CEO of Coursera, which partners with universities and companies to provide online learning opportunities. He offered ideas on how HR can prepare to address these skills gaps, made the case for learning and development investments even amid downturns, and spoke about Coursera’s focus on skills-based hiring.

This interview has been edited and condensed for clarity.

HR departments are starting to think about skills gaps they might be seeing in the coming years with these new AI technologies. How are you having conversations with companies about this?

I’m one of the people who totally believes this is a very big deal. I don’t think people are overhyping this one.

As all this software that [employees] use today gets electrified with AI, they’re going to be way more productive. And then companies are going to probably ask themselves, “Do I need 10 times the productivity?”

What I think HR should be focused on is: How do we understand how AI will impact job roles and activities that people perform? And when certain jobs are substantially automated, how do we rescale and redeploy those folks into other roles?

Keep reading.—CV

Today’s top HR reads.

Stat: 46% of US workers who get PTO say they take less time off than their employer allows. (Pew Research Center)

Quote: “When there is a lot of pressure at work, that’s when discrimination gets worse, because the employees with restrictions are always going to be the ones that pose a problem to the employer.”—Daphne Delvaux, an attorney specializing in workplace discrimination cases brought by moms, on why the pandemic spurred a rise in lawsuits (the 19th)

Read: A consultancy advising companies on return-to-office plans eschews hard-and-fast mandates, and instead encourages employers to consider the psychological reasons employees want to work remotely. (the New York Times)

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