Welcome in, today is Wednesday, July twenty-ninth, and we begin with a lawsuit claiming the EEOC has quietly stopped hearing class complaints from federal workers, per Reuters. Reuters reports that the American Federation of Government Employees filed suit Tuesday in federal court in Washington, alleging the Equal Employment Opportunity Commission has unlawfully ceased processing class-style discrimination complaints brought by federal employees. That account says the suspension has run since at least December, with no public explanation, and that administrative judges have been barred from holding hearings, ordering discovery, deciding motions or issuing decisions. The union, which represents eight hundred thousand federal workers, says it learned of the pause from a December notice in a member's case stating that all case processing was paused until further notice, and that the instruction applied to all class cases in the federal sector. Joining the union are two corrections officers at a federal prison in Louisiana, whose sexual harassment class complaint against the Bureau of Prisons was certified in March of last year, per that reporting. The Associated Press reports the complaint estimated a class of at least one hundred eighty-two women, and that attorneys for the plaintiffs are handling at least five other stalled class complaints, including cases against the FBI and the Defense Department. The suit alleges violations of the Administrative Procedure Act and asks the court to vacate the directive. An EEOC spokesperson referred questions to the Justice Department, which did not comment. Federal employees cannot take a bias claim straight to court, so the administrative track the union describes as frozen is the only route most of them have. Also today, Uber. HRD Canada reports the company is cutting ten percent of its customer-service staff, and is framing the reduction as a way to eliminate what it calls structural fragmentation slowing its adoption of AI. That is an unusually explicit link between a support-function headcount decision and an automation roadmap, and the stated rationale is the part that travels: it becomes the version that has to hold up in internal communications, in consultation where consultation applies, and in any subsequent challenge. How the cut divides across roles, regions and timing is not detailed in that account. Separately, the U.S. labor-market read. Weekly jobless claims have come in at their lowest level since the nineteen sixties, according to HRD Canada, and the same reporting cautions that the single-week record is masking a market harder to read than the headline number suggests. The caveat is the operative part for anyone sizing a workforce plan. Initial claims track separations, not hiring, so a record-low print says very little about how hard it currently is to fill an open requisition or what it costs to keep someone. Read on its own, it is the kind of number that gets quoted back at HR in a compensation conversation. Now, a few more headlines moving the trade today. An administrative law judge found Apex Fintech Solutions violated the National Labor Relations Act by firing a worker over a LinkedIn post criticizing its DEI record, per HR Dive. Following our earlier report on Nike's seven and a half million dollar verdict, HR Executive reports the federal jury found the equal pay violation willful, awarding a former engineer back pay plus that sum in punitive damages. And finally, an employment tribunal ruled for an employee who kept her camera off in online meetings, a decision Personnel Today reports as indicating that camera-on instructions can amount to disability discrimination.